Here at HL Group, we’re faced with the same dilemma as many other organizations today – a lack of job applicants. In talking with peers at larger companies, I see that this is not just a small business issue. Not only that, it exists up and down the employment ladder – hourly and salary positions.
Everyone I talk with about this challenge expresses the same goal in the interim; reduce output to match resources while maintaining quality. That’s easier said than done! This approach helps us balance our existing resources. However, it also has the unwanted effect of pushing planned product innovations down the road with our customers.
While the economy is getting better, how much better would it be if we could get the staff we need? Of course, once you have the talent resources for production, are the raw materials and other needed components also available yet? It’s an interesting problem that I have never experienced in my forty years in business.
One of the biggest challenges during this employment drought is not to panic and compromise your plans. I don’t mean to not adapt your plans to the situation, but rather, don’t change them for a lesser result.
I’m seeing people reduce employment requirements and then still overpay. An approach like this will have both short-term and long-term consequences.
“Get the right people on the bus and in the right seat.” ~Jim Collins
Hiring is one of the most important tasks with any organization. Watering down your team out of pressure to hire can bring catastrophic issues if we’re not careful. A moto that I strongly believe in is getting the “right people” on the bus and in the “right seat.” All that is required is having a clear understanding of the needs and the best approach for fulfilling that position.
Some of the things we’re doing at HL Group are:
- Reviewing the current employee positions and seeing if they can be realigned to allow for a more available type of resource.
- Reworking our position requirements to make sure that we are matching what is truly needed in priority.
- Leveraging our personal and business relationships to share our employment opportunities with their networks. They know us best and can convey a positive picture of our company with their contacts.
- Presenting the employment position as a long-term opportunity in not only an exciting field but also with a team that makes work enjoyable every day.
“Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.” ~Richard Branson
While this “hiring challenge” is just the latest in a long line of ongoing issues we seem to have had to deal with over the last few years, there are two things we know:
- This is an opportunity to figure out a fresh way to get this task done that can have long-term benefits in how we approach hiring in the future – not to mention the feeling of success it leaves from overcoming the challenge.
- This challenge will soon be replaced with another. It is part of our operational life of continuously reviewing issues and building a reliable process to help us overcome them efficiently.
If, in your rush to hire, you are reducing requirements, standards, or outcomes – always remember the impact (and lasting effect) to the “customer experience.” Look at modifying your needs if possible. Get creative on how you market and present those needs – and don’t compromise.
Your people reflect on you and your company. Think about what you want that impression and picture to be.
“It’s expensive to hire the wrong people. If they leave, it’s expensive. If they stay, it’s expensive.” ~Nathan Mellor
And did I mention we’re hiring? Check out our current opportunities here.
