For the first time in American history, the number of younger workers entering the labor market will not be sufficient to replace those who are leaving. The Bureau of Labor Statistics predicts that 4.6 million jobs could go unfilled by the year 2008. Amidst the coming talent drought, will your organization be able to compete for high performing applicants?
The Corporate Leadership Council predicts a shortfall of ten million workers by 2010.
Consider this: Between 2008 and 2015, the number of state employees reaching retirement eligibility points to an unprecedented loss of institutional knowledge. The percentage of North Carolina state employees eligible for retirement swells from 9.40% of the workforce in 2010 to 34.42% in 2015. The Corporate Leadership Council states that for every two experienced workers leaving the workforce, only one will enter. These combined forces lead to a perfect storm of scarce resources.
To address these issues, the state of North Carolina must continually look for new and innovative ways to attract and cultivate the high - performing workforce needed for success. The goal of recruiting is clear: attract the right person with the right competencies for the right job at the right time. This requires aggressive action. The average "post-to-fill" time for vacant NC government positions is 78 days — ample time for the best talent to lose interest and join another organization. This could be indicative of failure in pre-recruitment, recruitment and even post-recruitment activities. The average time to fill a vacancy was 37 days for organizations participating in the 2006 SHRM® Human Capital Benchmarking Study. What can your organization do to become more nimble? When positions remain vacant, the other employees of the organization, as well as the public that the organization serves, feel the effects.
Well-planned and measurable recruitment strategies are the cornerstones of an organization's achievement and service. Better quality applicants build the foundation for success. Great recruiters build great organizations. Successful recruitment efforts are timely, intelligent, innovative, competitive, assertive and targeted. Are you prepared to meet these recruitment challenges?
Ask yourself this question: "If your recruitment efforts fail, how can your organization succeed?"
Read further to build a foundation for better recruiting. Find information about recruitment strategies, employment marketing resources and resources for building an effective recruitment program for your organization. Revisit frequently as this information continues to evolve and grow.
