When economy, country, etc)” The transition to a more

When labor
shortage is the order of the day, relying only on traditional recruiting could
be an ineffective strategy. After trying the same formula repeatedly, and it does
not work, it is time to innovate; for that reason, recruiters must use their
imagination to attract good candidates in the selection process. Creative ways
of hiring are determining factor in the success as some business strategies
when facing with a labor shortage. The work setting now is nothing like used to
be in our parents’ time: the development of new technologies, the new demands,
and a total new world are challenges for the head of Human Resources
Department. It is a valued soft skill in the company; the capacity for
innovation and creativity are necessary, especially in this digital era that we
have had to live.

The Human Resource
manager have the mission to implement and manage these new models, and they
must be in continuous evolution to avoid worker shortages in the organization, and
be beneficial for both the staff and the company’s financial statement.

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According to
Collins Dictionary a Labor shortage is: “shortage or insufficiency of qualified
candidates for employment (in an economy, country, etc)”

The transition to
a more work model based on temporary and independent contracts to alleviate the
growing shortage of qualified personnel is making the commitment seem to be
less and less important for business objectives. However, the opposite is true:
companies must focus on developing the skills and talent to ensure their
long-term success; this when they are dealing with worker shortages.

According to The
Risk of Future Labor Shortages in Different Occupations and Industries in the
United States says “If labor shortages do occur on a large scale, the
implications for business and the economy could be significant. Worker
retention rates could fall, labor costs could go up, and corporate profits
would experience downward pressure for a significant period of time.” (P242). In
times when it is usual for each job offer to have hundreds of candidates, it
also happens with a certain frequency that hundreds of offers remain vacant due
to lack of technical qualification; growing number of companies have
transferred their employers who cannot hire the right people for their specific
production needs and the conditions they offer.

A problem of shortage
of personnel for a short period of time does not usually create long-term
problems in an organization. However, if an organization has had to deal with a
lack of personnel for an extended period, this could create significant issues
in an organization, just to name few of the problems:


The management team
of a company implies the accomplishment of tasks. Although when there is little
staff, the completion of responsibilities is often an obligation. Keeping the
organization running smoothly, until the human resources managers hire
additional staff, requires effort and the help of all people within the
company. Workers must manage their individual tasks and help in other areas.
The extra workload could effect in working more hours, and lead to overtiredness.


Taking on multiple
jobs 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 employee
is not familiar with their new job or when the new responsibilities are difficult
to perform. In addition, the higher level of stress is a big reason for discontent
within the organization; decreasing in productivity, the staff may feel that the
rest of the team are not doing their part to keep the company running efficiently.


The ability to
meet the goals decreases when the company faces a worker shortage even if the team
members of an organization can increase their workload to help alleviate the lack
of staff. Staff may fall behind in assignments, for example, if the accounting
department of an organization has very little staff, it would have to deliver
late invoices to customers to pay the bills after the due date. The managers of
the organization should be careful after delegating because there could be a
tendency to half-complete the tasks or to do so after the time limit.

According to the
article: The Risk of Future Labor Shortages in Different Occupations and
Industries in the United States says: “Perhaps somewhat surprisingly, some of
the occupations that appear to be the tightest presently are occupations that
do not require a bachelor’s degree.” (P228). In the United States there are
some sectors where the crisis does not seem to affect so much. Some employers
say they have difficulties in obtaining qualified workers in the area of
??information, mining, health services or the manufacturing sector.

United States might not be prepared
for an imminent labor deficit

The crisis will come,
and the directors of people management will have to face challenges today
parked by the cycle change, and new ones posed by the social and technological
transformation. The US is not prepared for an approaching labor deficit in the several
sectors of the economy that require workers with low job skills.


The analysis,
released by the Alliance for a New American Economy during a ceremony at the
Capitol, reveals with figures and anecdotes from the business community that
although immigrants have helped to mitigate the growing labor gap, the United
States will face a growing shortage of cheap labor.

 According to the report, the US is not
admitting enough immigrants to compensate for the imminent deficit of workers
with low job skills. Between 1990 and 2010, the number of US workers with low
job skills declined by almost 12.3 million, but in that decade, only 3.9
million young immigrants arrived in the country to replace them.

The United States
will need more than eight million of those young, low-skill job foreigners to
fully replace the US workers who “lost” in that period, he added.

migration to other countries:

The lack of
specialized labor appears as one of the main reasons that lead companies to
move their activities to other countries; companies are increasing their
investments to locate their businesses abroad and warns of the risk that the
war for talents has become a global problem. The problem is not only of supply
of skilled labor but also of demand, since