The number one concern for businesses as we move forward: finding and retaining qualified employees. In fact, the Aspen Institute states, … " the overall skill levels of American workers are on a collision course with the skills requirements of American employers." They further predict that the shortages will be most acute among managers and skilled workers in high- tech jobs. Is your company prepared to find and recruit the cream of the crop? What specific plans do you have in place?

Here are some things to consider:

Is your recruiting strategy competitive? You have lots of competition out there all vying for the same high-quality employees. Does your company look like a top place to work? Is putting the same old ad on the same old website getting the results you need? Maybe some of the same skills you use to beat the competition when you are selling your products and services should be utilized in this critical part of your business.

Does your recruiting effort end when your employee comes on board? If your efforts stop once you have filled empty slots, you are in great danger or losing the new employees that you have worked hard (and probably spent a sizeable amount of money) to recruit. Protect these valuable assets. Make sure that from the moment they walk through the door, they understand the vision of your company and what part, particularly, they play in it. Make sure that they have all of the tools they need to be immediately productive. Assign them a mentor to guide them through the first period of employment. Make sure you are listening to their new ideas and not squelching them. Try putting groups of new and old employees together to solve a company issue. Make sure they have regular meetings with their management to ensure that they are motivated and engaged and that you are meeting the expectations you set for them when you offered them a position. This is also the time for either of you to decide that things are not working out, a mistake has been made, and maybe it’s best to part ways. It’s not a sin to make a mistake in hiring, the hard part is admitting it and correcting it right away.

Are you giving your employees a reason to stay every day?

Employees who feel that they play a critical part in helping the company meet its goals are much less likely to leave. You can accomplish this by providing stock options, bonuses for meaningful personal contributions, training classes, clear avenues to the next management level, frequent updates on the company’s needs and performance goals.

There’s a recruiting crisis on the horizon, are you prepared?

Gillian Parrillo
The Sacramento Executive