Employers across the country struggle with similar recruitment challenges, including a tumultuous economic picture that continues to confound labor experts, frustration over the inability to attract and compete for qualified applicants despite long bouts of high unemployment, and efforts to establish and adhere to high standards of excellence. While there may not be any one-size-fits-all solution to these and other recruitment issues, there are limited-risk measures businesses can take that will likely improve employer-employee relations, which in turn will serve to improve productivity and hence profitability.
No one will dispute that we have been on an economic roller coaster ride for the past several years and will undoubtedly continue to experience unrest, at least in the near future. This unsettling sense of economic instability tends to discourage long-term business planning, which is founded upon a solid core of qualified, motivated employees.
Even after we’ve settled into a state of calm, experts suggest that business as we once knew it will not resume. An air of uncertainty and concern will hover, challenging human resources (HR) practitioners in all employment-related matters, including hiring. Indeed, many recruiters hesitate to launch aggressive staffing efforts despite knowing that if they do not, jobs will remain unfilled, existing employees will become overworked and unmotivated, and productivity and quality of services or products could ultimately stagnate or decline.
While this scenario is daunting, it need not be prophetic. A three-pronged strategic plan will better enable employers to weather the impact of economic turbulence on recruitment efforts, allowing them to not only survive, but thrive.
1. Clarify goals by being “S.M.A.R.T.”
Recruitment—regardless of prevailing or predicted economic conditions— begins with a clear sense of where you’re headed as a business. Ask yourself: What is our mission statement? Do we know how each department can contribute to the achievement of short- and long-term organizational goals? Is there