Defeating the Skills Gap

April 11th, 2018

Every company faces it – from trades such as construction, oil and gas, and welding to manufacturing and logistics, to healthcare and hospitality, to IT and C-Suite positions, when the economy is up, and unemployment is down, finding and keeping talent is a challenge. Specific plans and decisive steps are needed to maintain a steady workforce.

Review your Human Capital Needs

Meet with your managers and team leaders. Gaining a clear understanding of your weakest areas in need of immediate bolstering, as well as projected growth areas is crucial.

  • Is your current staff overstretched?
  • Do you have expansion plans in theEVP, flexible, culture, respect, appreciation,
  • process?
  • What do you need for immediate relief?
  • What’s your projection for three months, six months, one year?
  • What level of skill is most lacking? Entry-level? Mid-management? C-Suite?

Bolster your Talent Sourcing

Review, improve, and build on your talent sourcing – build a talent pool.

  • Do you have talent sourcing activity continually on-the-go?
  • Are your managers consistently tapping into their networks, seeking talent?
  • Do you maintain an attractive employee referral program?
  • Do you throw your employee fishing net in diverse ponds?
  • Are you connected with a reliable staffing firm?
  • Is your staffing partner specialized in your area of need? For example, do they have a healthcare expert for healthcare recruiting? A construction, security, safety, oil and gas, or IT expert for recruiting in their respective industries?

Assess your Hiring Process

Creating an active, efficient, and consistent hiring process will enhance your ability to attain the right talent when you need it.

  • Do you have clear communication channels in place among the key decision makers?
  • Is there a specific written process for hiring at each level – from single interview entry-level to multiple tier interview C-level?
  • Does everyone know his/her role in the process?
  • Do the right people have the authority to move forward?
  • Do you have accommodations in place for when a key decision maker is on vacation?

Evaluate and Improve your EVP

Your employee value proposition (EVP) is critical in attracting and retaining quality talent.

  • Are you a step ahead of the market salary index for each level and position?
  • Do you offer flexible schedules?
  • Are work-from-home options available for appropriate positions?
  • Do you offer and encourage career growth and advancement for employees?
  • Does your culture support work/life balance and integration?
  • Do you have efficient internal communication?
  • Is your company culture based on respect and appreciation?

Yes, it takes time to review needs, bolster your talent sourcing and assess your hiring process. Yes, it costs money to boost your EVP.  But burnout employees who leave because another company offers more and has a higher respect for their time costs you more in both time and money. Likewise, with bad hires. The only way to win in the war for talent is to develop the best strategy and invest in the best ammunition.

Olympic Staffing is your strategic advisor and ammunition source. Since 1983, Olympic Staffing has been dedicated to your success. We maintain a network of thoroughly vetted, tested, and experienced professionals. We offer a consultive approach, working to identify your needs and find the best solution. Contact us today.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Job Searching for Introverts 

October 25th, 2016

If you’re an introvert, the thought of searching for a new job may be enough to make you want to stay inside and hide all day. Don’t worry, though; there are ways for you to make the job-searching process easier on yourself so you can enjoy your alone time while being productive. Here are our tips for job searching as an introvert:

Don’t Feel Pressure to Be Extroverted.

A lot of interviewers put an emphasis on candidates being extroverted or “team players.” If this isn’t you, don’t lie to your interviewer. You have different strengths as an introvert, and if you pretend to be something you’re not, it will come out when you’re in the workforce. Furthermore, there are many ways to be an introverted team player.

Play Up Your Strengths in the Application Process.

If you aren’t extroverted, make sure to play up your strengths in the application process. If your interviewer asks if you’re a people person, you can always say something along the lines of, “I have learned a lot from working with my colleagues in the past, however, I feel as though I do my best work on my own.” Your interviewer will appreciate your insight and honesty.

Don’t Take Rejection Personally. 

If you are turned away from a job, don’t take it personally. As an introvert, you’re a very introspective individual who spends a lot of time thinking about what you could have done differently. Don’t do this to yourself; instead, spend your time thinking about what other jobs you could apply for in the future. It’s also important to realize that a job rejection could be a blessing in disguise so that you can find a better fit.

If you need help in your job search, contact Olympic Staffing. We will be able to help you find jobs and interview situations that play up your introvert personality as a strength instead of weakness. We can also do a fair amount of the communication for you, so you can focus on doing what you do best instead of stressing out about social situations.