Let’s do a short quiz. One of your high-performing managers or employees has just announced they are leaving. Is your response:
- Mad panic because they are the only member of the team that has important skills, and knows how to do crucial tasks
- Anger that they would dare to leave you company after all the opportunities (you think) you’ve given them, followed by denial and lack of action as you hope they won’t leave after all
- Sadness that they are leaving (they’ll be missed), but you’re also pleased that they are able to move onto a new opportunity, and you already have strategies in place to replace them.
I hope that you picked number three, but it’s likely that you didn’t. That’s where succession planning strategies come in.
The United States is the only country in the developed world —and one of only four in the world— that doesn’t have any kind of paid parental leave policy.
The situation doesn’t look good on a world stage.
A shortage of skilled candidates is the biggest challenge recruiters expect to face over the next 12 months, according to our survey of recruiters from September 2017.
In addition, more than two thirds of companies say that hiring experienced/qualified candidates has become more difficult compared to a year ago, while 29 percent say that retaining good employees has become more difficult compared with a year ago.
In case you’re still doubting the importance of a diverse workplace (and, let’s be honest: many people use weak arguments to do just that), here is some recent research to help you out.
Recruiting on social media is a must. Almost half of candidates used social media in the search for their most recent job, while more than two thirds are likely to use it for their job search.
LinkedIn should form part of your social recruiting strategy. It has more than 500 million users, and three quarters of small businesses saying they were more successful using LinkedIn Recruiter.