In the global war for talent to find the best fit for the perfect job role, the challenge to recruit bright candidates is getting tougher on HR professionals. Irrespective of the size or location of the company, most recruiters foresee a major challenge to fill some key positions in 2016.
Times are only getting tougher on HR professionals with corporate pressures mounting on them to lure, attract, hire and retain best talent within the company.
Increasingly organisations worldwide are putting forth many talent acquisition strategies in place to target potential groups of high quality talent. Companies have started adopting a flexible approach to recruitment by seeking ways beyond the obvious to lure candidates in adjacent industries and related functions that require similar skill sets.
Talent is now sought beyond qualifications and experience, but based on passion, desire to learn and aptitude for the job. There is a willingness to look for candidates who would like to grow in a position is another option.
With technological advancements, many skills are going obsolete, which requires professional to be up-to-date with on-job training program, and also leads to the fact that a candidate once perfectly matching skill sets for the job role could soon be outdated in a year or two.
The job requirements combined with industry demands are changing at a rapid pace; hence recruitment strategy needs to be carefully planned before filling in specific job positions. So if a company has rigid job description, it means that the company is not prepared for the evolving changes in the recruitment industry.
The Society of Human Resource Management (SHRM) and Careercast.com recently released a list of the “10 Toughest Jobs to fill in 2016“. Not surprisingly, IT and Engineering make up 40% of the list with positions like Data Scientist, Information Security Analyst, and Electrical Engineer. An additional 40% is divided into healthcare roles like Registered Nurse and Physical Therapist. The remainder is divided between roles like Marketing Manager and General Operations Manager.
According to the CareerCast site, “A possible labor shortage hinges on varying factors. Aging Baby Boomers leaving the job force is on[e] contributing factor, with an estimated 38 percent of the working-age population reaching retirement age in the next 10 years.”
Workforce planning and predictive analytics helps determine ahead of time your future hiring needs. If you’re worried about hard to fill in positions in 2016, then this CareerCast report could help you with answers to talent shortages in each field and retirements due to an aging workforce.
Also interestingly, CareerCast goes on to state “These same potential retirees will need certain services, which is expected to contribute to hiring in medical fields like nursing and physical therapy, both of which appear on the list of most difficult jobs to fill in 2016.” This means that the aging workforce that is leaving these various roles will also be the ones that will require medical care.
News source: shrm.org; examiner.com