There's a shortage of skilled workers across all industries. You've likely experienced this skills shortage impact within your own organization, usually in the form of empty desks and jobs remaining unfulfilled for weeks or months at a time. As a business
In both good times and bad, there
If you’re struggling to fill jobs, you need to thoroughly examine your beliefs about hiring. You must make sure you’re not buying into hiring principles that don't really benefit your company.Myth #1: The skills shortage is the cause of hiring delays.
Hiring delays indicate a problem with your selection process, not a talent flow issue. Since there are never enough qualified candidates to go around, savvy leaders have realized they can't afford to engage in the old way of hiring that involves keeping a job open until the right person (finally) shows up. Instead, these leaders have made fast, accurate hiring a strategic imperative. They require managers to actively cultivate top talent and then waiting for the right job to become available. They realize that a job becoming available is a when situation, not an if situation. These forward-thinking leaders always plan for the when and so should you.Myth #2: Hiring is exclusively an HR function.
While HR plays a vital role in hiring, the organizations that fill their jobs quickly understand that hiring is a team sport. Instead of treating hiring as an exclusively HR function, the most successful companies view employee selection as a leadership function supported by HR (and the talent acquisition team, if there is one). Everyone has a role, and under this framing, hiring managers
Unfortunately, this well-known business cliché is almost always bad advice. People who are slow to hire operate out of fear of making a bad choice. They have experienced the consequences of poor hiring choices, and in attempts to avoid this mistake again, they slow down the hiring process and believe that speed and accuracy are mutually exclusive.
This plodding approach to hiring leads to overanalysis and a protracted timeline. As a result, talented candidates move on and open jobs remain open. To counter this myth, progressive leaders have adopted a new mantra: Be fast to hire and quick to inspire. They mandate a hiring process that promotes rapid decision making and the nurturing of employee relationships.Myth #4: This is how it's always been done, so it must be right.
Many organizations keep doing things the same way, even if that way is ineffective. For example, some companies have unwritten rules, such as reviewing a slate of 10 candidates before making a hire, even when a highly qualified candidate is identified among the first few candidates.
It's easier to maintain the status quo, especially when you're afraid that changing things won't work. But doing “business as usual” keeps companies stuck in the slow lane of hiring, losing them valuable time and top talent to faster competitors. Dispelling this myth requires a different mindset. Be willing to change and evolve, because you may get impressive results by trying something new.
As globalization increases, borders will matter less, creating a talent competition