Hiring during recovery
15 December 2009
When hiring during the recovery, there are a number of issues that businesses need to consider. Steven Kirkpatrick, Managing Director of Adecco staffing in UK and Ireland gives his views.
Don’t just hang on
It’s essential that businesses proactively address the issues of building an appropriately sized workforce; whether this is through hiring to fill vacancies or adjusting working practices, businesses can’t just plug holes as their business grows. By burying their head in the sand and hoping everything will be ok, those in charge of recruiting will inevitably have a negative impact in their business, clients and remaining employees.
Don’t hire in haste
While the prospect of increased workloads may at first be daunting, employers must not succumb to the temptation to indiscriminately fill vacancies irrationally or as soon as possible. Even when it seems that candidates are lining up at the door, employers should never rush into their hiring decisions. Just because they feel that time is not on their side; inevitably this will only impact negatively on other staff through increasing their workload and could affect the business in the long term. Poor hires can be expensive too; often lowering productivity and in the worst cases employers may be forced to re-hire again if the candidate is really not up to the required standard.
Don’t unnecessarily commit long-term
If employers are unable to find the ideal candidate then they should consider alternative employment options. It may be most suitable to employ temporary workers that can quickly and easily come in and keep operations running as normal until a full time solution is found. Alternatively, if workloads are likely to lessen in the near future, e.g. the work is seasonal then perhaps a longer-term contract worker would be a sufficient replacement during busy periods.
Look within
Employers should not overlook the possibility of internal promotions or re-structures. Although business cannot afford to “just leave it” when business picks up, employers should consider that they may have sufficient resources within. Be clear on just how much work there is to be done and who has the potential bandwidth to assist in a role outside of their original remit.
Stephen Kirkpatrick concluded,
“Changes in the workforce affect both employers and their staff. For employees within an organisation where this happens they should not be daunted by the prospect of having an increased workload; instead they should use it as an opportunity to progress their career by offering themselves to take on other responsibilities.”
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