When laborshortage is the order of the day, relying only on traditional recruiting couldbe an ineffective strategy. After trying the same formula repeatedly, and it doesnot work, it is time to innovate; for that reason, recruiters must use theirimagination to attract good candidates in the selection process. Creative waysof hiring are determining factor in the success as some business strategieswhen facing with a labor shortage. The work setting now is nothing like used tobe in our parents’ time: the development of new technologies, the new demands,and a total new world are challenges for the head of Human ResourcesDepartment. It is a valued soft skill in the company; the capacity forinnovation and creativity are necessary, especially in this digital era that wehave had to live.The Human Resourcemanager have the mission to implement and manage these new models, and theymust be in continuous evolution to avoid worker shortages in the organization, andbe beneficial for both the staff and the company’s financial statement.
According toCollins Dictionary a Labor shortage is: “shortage or insufficiency of qualifiedcandidates for employment (in an economy, country, etc)”The transition toa more work model based on temporary and independent contracts to alleviate thegrowing shortage of qualified personnel is making the commitment seem to beless and less important for business objectives. However, the opposite is true:companies must focus on developing the skills and talent to ensure theirlong-term success; this when they are dealing with worker shortages. According to TheRisk of Future Labor Shortages in Different Occupations and Industries in theUnited States says “If labor shortages do occur on a large scale, theimplications for business and the economy could be significant.
Workerretention rates could fall, labor costs could go up, and corporate profitswould experience downward pressure for a significant period of time.” (P242). Intimes when it is usual for each job offer to have hundreds of candidates, italso happens with a certain frequency that hundreds of offers remain vacant dueto lack of technical qualification; growing number of companies havetransferred their employers who cannot hire the right people for their specificproduction needs and the conditions they offer.
A problem of shortageof personnel for a short period of time does not usually create long-termproblems in an organization. However, if an organization has had to deal with alack of personnel for an extended period, this could create significant issuesin an organization, just to name few of the problems: WorkoverloadThe management teamof a company implies the accomplishment of tasks. Although when there is littlestaff, the completion of responsibilities is often an obligation.
Keeping theorganization running smoothly, until the human resources managers hireadditional staff, requires effort and the help of all people within thecompany. Workers must manage their individual tasks and help in other areas.The extra workload could effect in working more hours, and lead to overtiredness.StressconditionsTaking on multiplejobs to make up for the lack of staff not only increases the workload of an employee,also additional tasks can increase stress. This could happen when the employeeis not familiar with their new job or when the new responsibilities are difficultto perform. In addition, the higher level of stress is a big reason for discontentwithin the organization; decreasing in productivity, the staff may feel that therest of the team are not doing their part to keep the company running efficiently.
ReachinggoalsThe ability tomeet the goals decreases when the company faces a worker shortage even if the teammembers of an organization can increase their workload to help alleviate the lackof staff. Staff may fall behind in assignments, for example, if the accountingdepartment of an organization has very little staff, it would have to deliverlate invoices to customers to pay the bills after the due date. The managers ofthe organization should be careful after delegating because there could be atendency to half-complete the tasks or to do so after the time limit.According to thearticle: The Risk of Future Labor Shortages in Different Occupations andIndustries in the United States says: “Perhaps somewhat surprisingly, some ofthe occupations that appear to be the tightest presently are occupations thatdo not require a bachelor’s degree.” (P228). In the United States there aresome sectors where the crisis does not seem to affect so much. Some employerssay they have difficulties in obtaining qualified workers in the area of??information, mining, health services or the manufacturing sector.United States might not be preparedfor an imminent labor deficitThe crisis will come,and the directors of people management will have to face challenges todayparked by the cycle change, and new ones posed by the social and technologicaltransformation.
The US is not prepared for an approaching labor deficit in the severalsectors of the economy that require workers with low job skills. Immigrants:The analysis,released by the Alliance for a New American Economy during a ceremony at theCapitol, reveals with figures and anecdotes from the business community thatalthough immigrants have helped to mitigate the growing labor gap, the UnitedStates will face a growing shortage of cheap labor. According to the report, the US is notadmitting enough immigrants to compensate for the imminent deficit of workerswith low job skills. Between 1990 and 2010, the number of US workers with lowjob skills declined by almost 12.3 million, but in that decade, only 3.9million young immigrants arrived in the country to replace them.The United Stateswill need more than eight million of those young, low-skill job foreigners tofully replace the US workers who “lost” in that period, he added.
Talentmigration to other countries:The lack ofspecialized labor appears as one of the main reasons that lead companies tomove their activities to other countries; companies are increasing theirinvestments to locate their businesses abroad and warns of the risk that thewar for talents has become a global problem. The problem is not only of supplyof skilled labor but also of demand, since