Preparing Today for the Future Scarce Labor Market – Attracting New Employees, Part 2, Section 1
Written on July 30, 2010 by admin
Filed Under: Labor Law
Part IIThis is the second of a series of four articles addressing strategies for setting up your business for success in 2010. There are four overriding strategies that we will develop in these articles: 1) Retaining current employees, 2) Attracting new employees, 3) Optimizing employee performance, and 4) Sustaining high levels of performance.Preparing Today for the Future Scarce Labor Market – Attracting New Employees, Part 2, Section 1As previously discussed in Part 1 the economy continues to improve, job recovery will begin to reduce the unemployment rate toward a more normal 5%. This increase in job demand will create new employment opportunities for America’s workforce. This alone, is not particularly troubling, but combined with a frustrated, overworked, underappreciated and underpaid workforce, it is highly likely that some of our best employees will leave their current employment in search of greener pastures! If your company has focused on retaining your current employees by implementing some of the recommendations in Part 1 of this series and if you follow the recommendations in this article, this economic recovery will provide new opportunities for your company to hire some of the best talent in your industry! What will be a talent drain for unprepared employers; will become a talent bonanza for forward thinking companies.As positions become more plentiful, employees will start looking for better opportunities. After all, their salaries probably haven’t kept up with inflation and, as companies downsized and outsourced during the last couple of years, opportunities to advance within their company has been limited. In order to attract and select some of the best of these employees, there are a number of elements that should be considered.1. Properly prepare your job descriptions2. Prepare the job posting3. Use the appropriate recruitment vehicle4. Recruit in the right geographical areas5. Recruit at the right times6. Design the interview schedule7. Develop the selection criteria8. Properly prepare the interviewers9. Conduct the interviews10. Make the selection
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