A lengthy cycle of corporate mergers, acquisitions, globalization, and downsizing (rightsizing) has reshaped The Employment Equation™. The battlefront for talent acquisition is expanding.
A Harris Interactive Study: Conducted from November 17, 2006 to December 11, 2006 states: "More than four out of five workers do not have their dream jobs, which most describe as work that is fun." Overall, 84 percent of the respondents said they are not in their dream jobs and furthermore salary was one of the least important factors.
In addition to the Harris Study: Staffs continue to grow uneasy, and less loyal, as many pension funds were eroded (or disappeared) and the shortage of qualified workers places additional burdens on staff. Job requirements tend to expand and many organizations have had to look to temporary workers to fill in the gaps. Studies indicate that by the year 2020, temporary workers may fill nearly 40 percent of all positions. "Experts" profess it may happen much sooner. More importantly, the Bureau of Labor Statistics has reported a fundamental shift from historically strong bench strength (more people to jobs); to an impending crisis of a labor shortage (more jobs than people). By 2010 the shortage is projected to exceed 10,033,000 people. The competition for qualified staff is becoming a war for talent and an operational imperative.
To adjust to the impact of the new worker mentality, Erler Associates [EA] re-engineered the hiring process and established a new standard. One based on matching intentions. We call the process "The Employment Equation™". We can help your organization examine its hiring practices to ensure you are competitive in the pursuit and competition for talent.
While many services index resumes, the contextual understanding is lost. More resumes are not the answer. Paying internal referral fees is not the answer. You simply need a reliable process that gets the job of finding and acquiring relevant talent for your staffing needs!
EA augments the traditional resume with a comprehensive personal profile. It serves as a pre-hiring screening tool and focuses attention in four (4) areas: education, work experience, strength of character (personality), and career desires.
EA's process ensures that the people you interview are qualified and interested in your opportunity, and not just "shopping." Good hires stay longer and reduce expensive turnover.
If the above process appeals to your organization, EA invites you to contact us to discover how we can help put your firm on the path of relevant findability, and get or remain competitive in the talent acquisition marketplace.
In 1980, most job seekers were happy to have a job. After the decade of the 1980's, with its many cycles of mergers, acquisitions and downsizings (later changed to rightsizing to soften the blow), the worker mentality began to shift. People no longer looked for the gold watch for years of service (many did not survive long enough to receive it). Workers began to be concerned if they were next.
Continue Reading...It seems as though the word "Crisis" is popping up more frequently in all of our lives. The trailer on the news feeds read: "Terror Alert Elevated", the immigration issue is changing the face (and language) of the land, more people are restless about their jobs, and one can sense the uneasiness over issues of the economy, globalization, and politics.
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