CEO at BrightHR and COO at the Peninsula Group, responsible for the global rollout of HR tech supporting over 100,000 organizations.
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In the fast-paced world of business, staffing struggles and uncertainty have become the new norm, leaving employers scrambling to find quick solutions. In the past few years alone, business owners have had to face some unprecedented hiring challenges, from the global pandemic to the cost-of-living crisis.
In the U.K., over 70% of businesses are still experiencing difficulties with filling vacancies. This has led to an increase in panic hiring.
It can be easy to make the mistake of hiring the first available candidate when being understaffed lands you in a state of panic or desperation. But a bad hire can cost up to 30% of their annual salary and can also negatively impact the morale and productivity of your current employees. Therefore, it is critical to take the time to make a well-informed decision, rather than rushing into a decision that could have unintended consequences.
So how do you handle staffing challenges and avoid the pitfalls of panic hiring?
Assess the situation.
Before starting the hiring process, it’s necessary to pause and examine the current situation. By assessing the staffing difficulties within your business and discovering any underlying problems that might have caused them, you can formulate a specific strategy going forward.
This analysis can help you develop a targeted plan moving forward.
Review internal resources.
If you're facing staffing issues within your business, it's worth exploring the possibility of promoting or transferring current employees to fill those roles. This approach can help retain valuable team members and save valuable time and resources that come with external recruitment.
By taking a closer look at your current workforce, you may find that there are individuals who possess the necessary skills and experience to take on new responsibilities or transfer to a different department.
This can be a win-win situation for both the company and the employees, as it provides new opportunities for growth and development while also addressing staffing needs.
So before embarking on an external recruitment drive, consider looking within your own business first.
Tap into networking channels.
Networking can be a powerful tool when it comes to finding suitable candidates. In fact, 85% of jobs are filled via networking. Leveraging your existing professional network and industry associations can prove to be an incredibly successful approach to identifying highly qualified candidates for a given position.
Additionally, it’s beneficial to encourage your employees to share job openings with their own personal networks, as personal recommendations often lead to the discovery of exceptional candidates. This approach can significantly increase the likelihood of finding the right individual for the job.
Explore recruitment platforms.
Recruitment platforms have become increasingly important in today's digital age, providing businesses with a wide range of opportunities to connect with potential hires. According to research, 68% of recruiting professionals believe that "investing in new recruiting technology is the best way to improve recruiting performance."
It's important to research and identify platforms that align with your industry and job requirements. To attract the right talent, you should craft compelling job postings that highlight your company's values and culture.
A recruitment platform can help you increase your reach, save time and money, and provide a better candidate experience. This tool can make it easy for candidates to apply for jobs, track their application status and communicate with recruiters, resulting in a more positive and engaging recruitment process.
Conduct thorough interviews and assessments.
During the hiring process, it's essential to invest time and effort in conducting thorough interviews and assessments.
Create an interview process that includes behavioral and situational questions to gauge candidates' skills and how they may fit into the business. Consider using assessment tools and tests to further evaluate their capabilities. But don’t draw the process out, as 57% of candidates lose interest if the hiring process is too long.
It’s about creating the right balance between the amount of time you need to assess the candidate and not leaving them enough time to look elsewhere.
After interviews have been conducted, review the results and make a decision. Compare candidates' qualifications and experience to decide who is best suited for the role. Finally, offer the job to the most suitable candidate only when you are sure they are the right choice.
Navigating staffing struggles can be a challenging task for any employer. However, succumbing to panic hiring and acting rashly can be—and often is—counterproductive, leading to more problems in the long run. But by taking a strategic approach, you can overcome staffing challenges while finding the right candidates who will contribute to your company's success.
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