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It was not at all easy to forecast staffing needs before the pandemic. Now, it is becoming increasingly difficult to predict hiring demand expectations.
Although the job market in 2021 was arguably less volatile than that of 2020, it did see a lot of change. As a result, as we move into 2022, we are facing a number of impressive unknowns that are clouding the waters. The first relates to consumer behaviour.
as mentioned in wall street journalShoppers respond to sudden difficulties re-prioritize what matters, people are switch brand loyalty and millions of workers together join the great resignation, As a result, some companies have found themselves with fewer fans while others have experienced labor shortages practically overnight.
Even organizations that have managed to hold on to their people can be in great turmoil. Why? Employees across the board have voted with their feet whether they want to work remotely, at least part of the time. Companies have responded by trying to create and maintain successful hybrid work models that boost productivity And reduce the chances of worker churn,
The global hiring trend in the coming year will continue to be anything but predictable. So what can you do if you aren’t able to use pre-2020 metrics to forecast your recruitment needs? Take a people-centred approach and assess ways to meet job candidates where they are with these recommendations.
related: 7 Staffing Challenges Every Entrepreneur Faces
1. Don’t Sleep on Staff Liquidity
Many people are reluctant to commit to full-time positions at this time. Yet they are eager to run their business. Instead of trying to force them to give you 100% of your time, offer a part-time or non-traditional option.
You certainly won’t be the only business on the block optimized in this way. Many companies are creating hybrid work environments that allow for flexible work schedules so that employees can optimize their personal and business time. Even enterprise-level American Express has refreshed its work opportunities to include parent-friendliness work from home structures,
At the end of the day, it’s less expensive to retain great actors by giving them a path to grow professionally — even if the path isn’t a classic full-time role.
related: Improve employee retention by taking a people-first approach
2. Moving to the On-Demand Workforce
A flexible, on-demand workforce has many advantages over traditional staffing models, especially now. On-Demand improves your workforce planning because it allows you to budget for assignments, projects, and sales spikes. Also, trained people working as on-demand employees can be excited to tackle various duties.
New to hiring people for on-demand work? You may want to get your talents from a staffing agency or one of these more than 300 portals, Or, if you anticipate needing a cadre of on-demand personnel for a longer period, you can aggregate your own pool of employees.
related: Do you need on-demand talent? Learn how here
3. Re-imagine the Presence Protocol
Adults do not appreciate being treated like children by their employers. They want to be valued based on the quality of their production, not the amount of time they spend on the job. In fact, more than One-third of Gallup survey respondents Said that his ability to control timing and calendar played a factor in which jobs he took.
Yes, you want to make sure that the duties are handled correctly. Still, don’t punish a good employee for not working a full shift every time. Use an open mind more when it comes to dealing with absenteeism and change flexibility. Consider brainstorming ways to meet responsibilities without risking the loss of top-level professionals.
4. Conduct Salary Analysis
Rising inflation and heavy competition have led to an increase in the prime pay rate in some sectors. To make sure job seekers see your organization as a desirable place to work, take the pulse of your own company’s salary.
To get started, look at some of the latest salary statistics on where your salary should be. However, don’t be surprised if the market is expected to rise. As Deloitte Survey Reveals, CFOs Say They Will Be Salary jump in 2022 About 5.2%. You may not be the last occupation in your area to revise your pay scale.
No one has a crystal ball to accurately predict all hiring surge trends and needs. However, taking into account recent consumer habits, you can more confidently draw up a staffing roadmap for the future.
related: Should you increase the pay of your employees?