Do You Lack the Resources to Make More Hires? How to Tap Into Your Existing Talent Pool

Predictors continue to speculate for the future an increase in hiring and a decrease in talented resources to access. This poses a problem for many managers and leaders as they determine how to accomplish organizational objectives and strategy with a limited number of qualified applicants. The pressure is placed on the talent pool that currently exists in organizations.

Forward-thinking leaders will benefit from implementing the following recommendations:
Identify technical expertise, skills, and talent needs for the future. Look at one-year, five-year, and ten-year
objectives and expectations.
• Tap into leaders. Emphasize the need for their clarity and focus. Encourage them to see themselves as part of the problem, but also part of the solution.
• Equip all staff members with the skills they need now and groom them for future organizational skill needs.
• Know the full scope of an individual’s skills and work to fully utilize and develop his or her potential one-on-one.
• Seek out the group of “high potentials” and groom them for more responsibilities and future needs.
• Seek out those who are engaged and motivate the existing human capital.
• Re-motivate those current employees who function from a point of disengagement.
• When interviewing to hire for one open position in the company, establish ongoing relationships with the top five to ten candidates in order to utilize their skill sets when and if needed in the future.

When there is a need for additional resources but no money, time, or approval to hire, consider some of the following ideas to encourage team work and to get the job accomplished:
• Ask for volunteers. There is always someone who is eager to do more and find new ways to be involved. Don’t decide how much is too much for others.
Solicit feedback and input on what employees want to work on. Learn about their interests, initiatives, and future objectives with the company. Give them the opportunity to educate you on how to fully and best utilize them.
• Cross-train all team members in order to maximize efficiencies and resources.
• Job share with other departments.
• Rotate responsibilities.
• Get rid of nonproductive and nonperforming employees. They are not an effective use of a resource-spot in the organization; they send the wrong message about management; and they de-motivate the rest of the team.
• Jump in and help get the work done. Role model the behavior you’re looking for from the rest of the team.
• Recognize the existing talent and pre-call with individuals your interest in utilizing them for future efforts where their skills and talents would be most beneficial.
• Consider performance-management, mentoring, and coaching as top priorities and responsibilities to your team.
• Motivate. Reward. Praise. Give employees a reason for working hard.

Rarely does an organization fully tap its internal resources. Typically, a business thinks it has no place to turn to for help within the company and believes the solution is to bring in more resources from outside. The key to company profitability and effectiveness is in the full utilization of employee development and productivity.

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