Human nature and the rapid pace of the workday sometimes conspire to force us into a myopic view of our organization. For instance, we may be so concentrated on attacking a problem within our department that we neglect to consider if the issue has infiltrated other departments as well.
If the issue is filling head count with qualified candidates, assume it has spread like a virus, to every room of every floor. Your business cannot afford to do otherwise.
While the problem is global, it is worse in the U.S., where 46% of all organizations currently experience difficulty filling open positions. Not only is that number up from 32% in 2015, it’s at its highest rate in 10 years. Experts predict it will rise even higher, meaning the war for talent just got harder.
The skills gap
The irony is, with an improving economy and an employment-to-population ratio around 82%, more people are in the American workforce now than in nearly a decade. So shouldn’t employers be inundated with résumés?
In general, they are … but not with the right kind of résumés. Almost 20% of applicants lack the experience companies seek. An equal number do not possess the necessary, specific hard skills the positions require, such as computer programming.
This skills gap has led to longer open positions. This year, the average is a full month: 31 days. Ten years ago, it took eight fewer days. How long can your business get by with letting critical functions go unfilled?
A domino effect
Arguably, the most obvious effect caused by open positions is lower morale among staff members, particularly those who have to pick up the proverbial slack. Having extra work atop their regular duties lowers their productivity, which in turn, lowers quality.
Before long, customers will take note. Perhaps they notice the product is not up to the company’s usual standard, or that your service may be lacking. Or, worse, they notice both. Either way, your competitiveness in the marketplace takes a hit, and we know the effect that has on the bottom line: not the desirable kind.
Ultimately, in a talent shortage left unaddressed, your business experiences all of the above, plus higher turnover. And higher turnover only compounds the problem that started this whole mess!
Steps to take
The good news is, good news exists. The proper HR technology can streamline, speed up and automate your recruiting processes to attract more qualified candidates and filter out the unqualified ones. Automated preboarding helps keep new hires looped in, so they are not lost to the chasm of time between the job offer and Day 1.
The bad news is, if you don’t take such steps, and outdated, manual processes continue to rule the roost, your business will suffer defeat in the war for talent.
For more information on the current talent shortage, as well as strategic steps organizations can take on a path toward victory, download our free infographic, How the Talent Shortage Harms Your Entire Business.