SHR Newsletters: On Hiring

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In the Metro DC area we are already experiencing a tight labor market, especially for positions requiring security clearances. And the labor market here includes a wide age range, diversity of educational backgrounds, variety of immigrants, and diverse public and private experience. This puts your organization squarely in the midst of the many changes influencing the labor market and your ability to find and keep the talent you need.

Here is a simple way to assess where you are – and where you want to be.

Step 1:
Analyze your current demographics by age, function and position type. (Include length of service if you have a defined benefit pension plan.) Forecast changes for 2,3, and 5 years out.

What is the impact of your organizational short and long-term plans on needed skills and changes in organizational structure or size?

Step 2:
From these two efforts identify any areas of concern.

Using your analysis, look at current policies and practices. What are the positives and negatives you find in terms of impact on attracting, developing and retaining the talent your organization needs?

Step 3:
Create a clear picture of the organization’s talent strengths and weaknesses as these impact the organization’s future.

Develop options for ways to address these issues. Management or employee groups can take on these challenges. Or you can add consulting help to work with your executives or with employee teams to assist the process.

Most important is the actions you take once you formulate your plan!

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