HR Solutions: Smart hiring key to survival in current labor market

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The United States is experiencing a historically low unemployment rate. Southwest Missouri is not immune. The only force that will lead to an oasis in this staffing drought is a major recession or depression. Otherwise, the job market is predicted to remain in this state for eight to 20 more years due to five primary reasons.|ret||ret||tab|

First, the birthrate is at a record low, so the rate of childbirth is not keeping up with the number of job openings. Second, the high school graduation rate is at an all time low, so the number of new, productive members to society is declining.|ret||ret||tab|

Third, the baby boomer generation, the nation's largest population, is retiring. This reality, coupled with the first two factors, is resulting in more retirees than laborers to take their place.|ret||ret||tab|

Fourth, the workweek for a baby boomer averages 60 hours. Generation X is more interested in working 40 hours a week and spending the rest of their time pursuing quality of life issues. Consequently, it will take one and one-half Generation X individuals to replace one baby boomer.|ret||ret||tab|

Fifth, the economy is strong. Businesses have been growing and creating new jobs. In the current job market, revenue is not the dominant concern of companies. The three primary problems facing corporations include recruiting, hiring and retaining quality staff. The challenge of finding and keeping team members is leading to the inability to maintain existing sales, let alone capture new revenue opportunities.|ret||ret||tab|

Companies that survive will be those who develop both short- and long-term recruiting, hiring and retention programs.|ret||ret||tab|

Develop creative, aggressive recruiting plans. Require every employee to be a recruiter, not just the human resources department. Increase staff in the human resources department, because innovative recruiting requires a significant boost in work hours. Implement sales techniques to "sell" the job openings. Fully utilize human resources consulting firms, executive search firms, and placement, temporary and government agencies.|ret||ret||tab|

Fine-tune hiring practices to ensure the selection of only quality associates. Seasoned human resource staff with extensive hiring experience should be used to fill the job openings. The current practice of using entry-level human resources employees for such a critical role must cease.|ret||ret||tab|

Identify the personality characteristics critical for success. Match the character traits of the candidate to the requirements of the business. |ret||ret||tab|

When using outside sources, maximize your budget and caliber of hire by asking a few key questions. What is the background of the person filling your position, especially prior to beginning with the agency? What particular recruiting techniques will be used? How do they define an "interview" and how long is it? What specific questions are asked and what information are they trying to find? Do they know how to interview to ascertain personality? Do they provide a detailed report on each candidate's personality? Do they check references? |ret||ret||tab|

Answers to these questions will also help you determine if the service provides professional assistance or simply sells rsums. In the latter case, you will then need to prepare to conduct interviews and background investigations yourself.|ret||ret||tab|

Devise a retention plan that focuses on six areas. First, employ the right people. Second, develop and conduct effective orientations. Third, supervise exceptionally. Fourth, ensure a high commitment and job attachment. Fifth, provide desired promotional opportunities. Sixth, maintain competitive salary and benefit packages.|ret||ret||tab|

The current job market is here to stay. Begin now to ensure the survival of your company.|ret||ret||tab|

|bold_on|(Lynne Haggerman is president/owner of Haggerman & Associates, a human resources consulting, management |bold_on|training and outplacement firm.)|bold_on||ret||ret||tab|

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