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Will Your Organization Survive?

Guest post by: Stephen Blakesley

Article Overview: For over 2 years now, organizations have been reducing employee count and attempting to get more from fewer resources. Times change. When the future becomes clearer the cash, on the sidelines will begin to enter the game. When that happens expect the greatest "talent rush" of our lifetime. Here is how to prepare to take advantage instead of being taken advantage of.

Will Your Organization Survive?

Banks and other organizations are setting on piles of cash, and rightfully so. If you are not certain about the future you are inclined to be cautious. Uncertainty and caution go together like “ham and eggs.” The future is not clear and that is why things are so tentative and soft, today. But someday, soon, organizations will gain more clarity about the future and when that happens, competition for talent will accelerate at a pace possibly never seen before.

Competition for talent will be driven by companies rehiring after one of the deepest and longest recessions of recent times. Just as an example, I know of one Engineering firm that reduced their employee count from over 4000 to nearly 2500. That is nearly a 50 percent reduction. When cash begins to flow, projects will begin and expand, quickly demanding people at all levels. There will be a rush of organizations seeking talented people all at the same time. Of course the hiring wage will be driven up but most importantly, business will be lost because organizations will not have the people or the prospects of getting the people to do the job.

We are not far away from that time and one of the greatest “talent rushes” of our lifetime. The question; Is there anything we can do about it? Well, some are attempting to deal with the issue by simply trying to keep what they have by raising wages. That will work, if all you want to do is maintain. If you want to grow, most likely you have already taken up all the productivity slack and are operating in that “fine line” area where people are being pushed beyond their comfort point. When employees are working more hours, harder than ever before, there is not likely much to gain by asking for more. In fact, there is much to lose by pushing to hard.

For over 2 years now people have been reluctant to change jobs for lack of certainty, but those times will be long gone, very soon. How can an organization prepare for future growth and acquire talent necessary to get it ahead of the competition? I believe the solution lies in being proactive. Some, few but some, organizations are taking the ball and running with it. Here is how:

1. Identify those key positions within the organization that will be critical to growth

2. Benchmark those positions so that everyone knows what a person would have and look like to be a superior performer in that job

3. Outsource, to a recruiting firm, the job to identify and prescreen candidates that are considering making a change

4. Create and feed a pool of superior candidates prequalified to fill predetermined positions

5. Draw from the pool only as needed and replenish when necessary

Recognize that when things begin to improve, they will, first, do so slowly, then very fast. If you are ready to take advantage your organization will likely gobble up some of your less prepared competitors.

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Article Tags: cash, employee count, game, proactive, talent



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