How To Deal With The Great Talent Shortage With BPM

How To Deal With The Great Talent Shortage With Bpm
How To Deal With The Great Talent Shortage With BPM

How to deal with the excellent talent shortage with bpm; The pandemic has struck the world of work hard over the last 18 months. Suddenly, workflows had to go on the Cloud, and many businesses struggled to adapt. This has taken its toll on employees and marked the start of the great resignation.

Project management tools that cover all areas of communication and performance indicators transparently; and truthfully are a must to meet the new expectations of your employees and make them stay and still feel part of a community although not concentrated in a single physical space.

A business process management software like SaaS BPM considers all that urgency to stay on top of deadlines; and your team’s performance, productivity, and ability to easily communicate and get timely help in a small or medium-sized business. Read on to see how BPM can help you keep your staff and culture without sacrificing sound quality work and collaboration.

How did the ‘great’ talent shortage come about?

Is the worst talent shortage in the past 20 years just a shock due to the pandemic? Not likely. 50 % of current employees are considering changing their job, so the picture is far from good. Even the opposite – the pandemic has opened many new opportunities and normalized the work from home model. According to a survey on LinkedIn carried out by Next Station, 55% of people prefer to be in charge of when to work remotely and when to go to the office. Also, 25 % would instead work entirely remotely. In addition, 16% prefer their work to be equally distributed between the office and home, leaving just 4% who would like to be in the office full time.

Therefore, the change is more complicated than simply an aftershock from COVID19 because it has become cultural. Businesses must understand that it is, by all means, essential to accommodate their staff’s need to communicate and collaborate technologically. So, the staff churn rate can be at the minimum with the proper business process management tools; and easing them into this new culture and newfound grounds of productivity and work patterns.

A sustainable future in the middle of an economic and health crisis is hard to predict. However, managers must continue listening and involving their employees in their joint initiatives, now more than ever. An employee who feels included and heard is unlikely to leave; make sure you implement technology to make this normal and possible. Regular check-ins, wellbeing chats, surveys, and questionnaires should become a part of the work process. So, although this may not be the same as calling the person in the office kitchen over a cup of coffee, it’s similar enough for the time being.

The importance of data in the recruitment

Relying on intuition when hiring may have worked well in the past, but this is not the case in the current job market. Skill gap and employee turnover are major talent shortage problems, especially in the technology sector.

Hiring the wrong person for a role costs 30% of a first-year salary; it is crucial to do your best and get it right the first time. This is where a data-driven recruitment process would solve the puzzle (if done carefully, of course!).

The first step is talent mapping, defining the specific skill set you’re going for, generating a talent pool; and then comparing their availability and ‘fit for the company’s role, brand sentiment, and culture. The next step is monitoring the hiring process itself. What is the talent pipeline, what steps does your HR team go through to find the best candidates, is there room for improvement?

A business process management tool is great for streamlining recruitment as it allows you to organize the recruitment funnel as recurring tasks. As a result, you can pinpoint discrepancies and up your HR game at each stage.

Data-based recruitment is essentially analyzing the different channels and campaigns your top candidates are concentrated in – is it job search websites or social media? It is essential to base your recruitment on solid analytic data to clean the talent shortage many businesses struggle with. The key advantages are productivity, transparency, reducing new hire costs, refining the recruiting steps, letting only qualified candidates in the loop. This results in a more efficient and on-point hiring process and improved candidate experience.

Invest in your employees’ development

Nurturing your employees and boosting their career progression and skills development is a must if you’d like to keep this top talent in your company for good. This could be a powerful weapon against talent shortage across your organization. In addition, good project management with business process software can help keep things in perspective for your staff by defining clear; specific goals and guidelines of how to progress.

Recruitment budgets are shrinking, and a staggering 77% portion of CEOs globally share that skill gaps are the biggest problem for their businesses. The work-from-home model and the lack of time for ‘upskilling’ opportunities don’t make the situation brighter. However, your top people may decide to move on if they are not challenged to learn new stuff; and you may be left with poor performers to work with.

That’s why it’s crucial to implement employee development at the core of your recruitment, onboarding process, and your company culture as a whole. Make career development and learning opportunities among the perks listed in the job description/ initial phone calls/ LinkedIn profile, and stick to your promises. Motivated and inspired new hires would surely want to stay and overperform.

You can nurture your team in a variety of ways as a manager or business owner. First, be more flexible when an employee wants to delve into a course related to their role; and can better your company in the long run. Second, make sure there is an ongoing communication of staff with senior management; so that everyone can be knowledgeable of their career progression and options for growth. And last but not least, encourage participation. New hires and even experienced employees can often feel neglected if they don’t get the room for contributing ideas.

Final Thoughts

How to deal with the great talent shortage with BPM

The past 2 years haven’t been easy for business. Cutting budgets, digitalization, and employee turnover has become the new normal; However, a clever and carefully planned recruitment strategy, combined with good collaboration and project management tools. As a result, companies can keep their talent for themselves and motivate them to grow while inspiring new hires on the way.

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