HR solutions are needed now: New research and tips
Knowledge Infusion and Human Resource Executive recently released the results of their Fifth Annual Talent Management Survey, which found that HR is facing significant challenges right now when it comes to talent management.
You can register for a replay of the webinar or read a summary of the findings in the June 16 issue of Human Resource Executive. But for now, here are a couple of eye-opening results from the survey. First, some data points about recruiting and retention:
- Sixty-three percent of HR leaders surveyed agree with the statement, “Trouble filling roles – can’t find the right candidate.”
- Sixty-two percent of HR leaders surveyed disagree with the statement, “Easy to find and retain people for most jobs.”
When asked about current HR solutions and talent management, many respondents identified either “somewhat significant” challenges or “show-stopper” challenges (meaning a major challenge):
- Our talent management processes are inefficient or antiquated: 78 percent.
- Many of our managers do not know how to manage people: 83 percent.
- Many of our HR generalists or business partners are not equipped to consult with the organization on talent: 65 percent.
Yikes! I’m not picking on HR here. As I wrote recently, I believe that HR has been greatly reduced in numbers and in function as a result of the Great Recession. And this data suggests that many companies don’t have the staff or knowledge to adequately implement HR solutions or talent management.
If the first step is acknowledging that there is a problem, the second step is to ensure that executive management knows what’s going on. Sadly, 58 percent of participants said a challenge was that “our leaders do not buy in to talent management.”
So what should an HR professional do (besides pleading with executive leadership)? First, take stock of your talent deficit.
In short, the talent deficit is the ongoing inability of a company to fill jobs month after month. Where you once had 10 open jobs, you only were able to fill three, so the next month you end up with 17 open jobs, and so on. In some companies it’s a never-ending cycle. (For more about talent deficit, read our blog series.)
Second, identify the areas in which you really need help. Which jobs are crucial to the success of your company? This is where you begin.
Third, enlist some type of recruiting help. Other companies are working out their plans with just two quarters left in the year. Whether it’s recruitment process outsourcing (RPO) or better use and management of temporary labor, jumping on recruiting solutions now could mean the difference between a healthy bottom line and a flat (or disastrous) 2012.