Your workforce is your lifeline. A team of people you employ to represent you, help you and progress your business. It is essential therefore that this group of individuals need to be the best at their role, and prove their worth. There is however a vital responsibility for the employer to keep their workers in check, and this means monitoring needs and changing circumstances - the needs of your people are not static, and neither are the needs of your business.
When pursuing a new type or work, you may have to chose between up-skilling your current employees, or hiring a completely new one. If you have analysed the skillset of your current workforce, you may be able to make a decision instantly - otherwise, check out DCR Workforce's 7 key steps to achieving the right workforce balance:
Anticipate – The fact remains that business environments are in a constant state of flux. Companies need to pay attention to the probable changes in business needs and the demographic pressures which could affect their workforce needs.
Plan – Workforce planning to meet future business needs requires an analysis of the goals and strategies of the business, the structure of the organization, and the talent requirements dictated by its business objectives.
Break Down Business Silos – In many companies, Human Resources focuses on regular employees while temporary employees are addressed by some combination of Procurement, Line & functional Managers, and Human Resources. Take a collaborative, Company-wide view of all personnel engaged in your business success.
Be Global and Local – A location-wise need for skills may have to be analysed, factoring in short and long term changes
Tweak Your Design – Existing processes and needs for talent sourcing would need to be re-engineered and/or designed – factoring in the prospects for the business and the plans for growth. Consider how additional talent sources can reach hard to find candidates.
Automate and Innovate – An effective technology to automate the processes will need to be chosen to help in deciding between the types of talent which work best with the requirement/project needs. Innovative new systems provide the facts and insights needed to evaluate your current workforce, project future needs, and make actionable decisions.
Source: http://blog.dcrworkforce.com/6-steps-achieving-right-workforce-mix#comment-1995
But how do you ensure you're inviting the right kind of candidate to the interview?
It's all about the job description. This needs to be straight to the point, easy to understand and very specific. An accurate job description can help a candidate make the first decision on whether they are suitable for the job - whether they've had a similar role previously, or feel they could easily adapt.With this, a summary of the candidates duties and responsibilities will also eliminate some of the under-skilled applicants.
If you're looking for particular qualifications or experiences, state them here. It is not helpful to either you or the candidate if requirements are not met when meeting for an interview. The more specific the better, and a brief statement of whom need not apply can also help to cut out unsuitable applicants.
e.g 'Applicants without at least a 2.1 degree in Mathematics need not apply.'
Sound like too much? Essential can help. We specialise in recruiting within the industries of manufacturing, warehousing & logistics, utilities, food and engineering. We screen our candidates for eligibility, analyse their CV and locate past experiences. We can then forward the suitable candidates on to our clients, ensuring a great match.
Give us a call today, find your local branch here: http://www.essentialrecruitment.co.uk/contact-us/contact-a-branch/
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