Donna Probes: Navigating those workforce shortages requires creativity
Jun. 18—For years, I was always able to find a willing teenager to help me with yard work. Not anymore. Things have changed and my personal challenge reflects the much larger situation in the business world today.
In our rapidly evolving job market, many employers are facing the growing challenge of finding enough qualified workers to meet their business needs.
Whether it's due to changing demographics, skills gaps or economic factors, the struggle to attract and retain talent has become a pressing issue for organizations across industries.
To overcome the shortage of available workers, employers must expand their recruitment strategies. Instead of relying solely on traditional methods, such as job postings or recruitment agencies, consider embracing innovative approaches.
This may include leveraging social media platforms, attending job fairs, partnering with educational institutions, establishing apprenticeship or internship programs. By casting a wider net and actively engaging with potential candidates, employers can increase their chances of finding the right talent.
When it's challenging to find workers with the exact skill set required, employers can consider investing in training and development programs. Offering on-the-job training, skills enhancement workshops or tuition assistance for relevant courses can attract candidates who may not possess the desired qualifications but exhibit potential and enthusiasm. By providing these opportunities, employers will also create a more loyal and motivated workforce. A supportive and inclusive work environment can significantly impact employee retention. Employers should focus on fostering a culture that values diversity, promotes work-life balance and offers growth opportunities.
By prioritizing employee well-being and professional development, organizations can create a positive reputation that attracts and retains top talent. Additionally, implementing flexible work arrangements or remote work options can widen the pool of potential candidates, as it allows for geographic flexibility.
Competitive compensation and attractive benefits packages are crucial for attracting and retaining employees. Remember the old saying, "The view of the bay is half of your pay."
In today's world, northern Michigan employers should regularly evaluate and adjust their pay scales to align with industry standards. To be competitive, additional perks like healthcare coverage, retirement plans, paid maternity/paternity leave or paid time off are important components to consider.
Offering non-monetary benefits such as professional development opportunities, flexible schedules, or employee recognition programs can also help differentiate employers from competitors and enhance employee satisfaction.
Employers can forge partnerships with industry associations and workforce development organizations to address the shortage of skilled workers collectively. By collaborating with these stakeholders, employers can tap into shared resources.
, participate in skills training initiatives, or support educational programs tailored to their industry's needs.
These partnerships not only enhance the talent pipeline but also foster stronger ties within the community.
While workforce shortages present significant challenges for employers, proactive strategies can help them navigate this competitive landscape successfully.
By embracing innovative recruitment methods, investing in training and development, fostering a positive work environment, enhancing compensation and benefits, and collaborating with partners, employers have a better chance of attracting and retaining the talent they need.
Donna Probes, M.B.A., spent 10 years as a small business owner. She is retired from the Traverse City Area Chamber of Commerce and is active as a SCORE mentor as well as a professional musical performer. For information on SCORE, visit traversecity.score.org.
