There are five types of people who regularly face a challenge in their attempts to secure employment. They are; the small business entrepreneur who has been out of industry for an extended period of time, the entry level worker, the graduate without industry experience, the professional with antiquated skills or the wrong kind of skills, and new immigrants. Then there are workers who only sometimes face a challenge in their attempts to secure employment. And lastly, there are a lucky few who have no difficulty in attaining any position they desire. Despite the overall availability of workers for positions, human resources often finds that filling job roles is difficult and time consuming.
It’s really convenient to hire with a ‘short term investment model’ mindset. If workers have done a specific role in the past, than this means, it will be easy to integrate them into the new role. But this ignores a large part of the workforce, the new graduate or the entry-level worker. These workers need two to four years of experience, to develop their capacities to a professional level. Without investing in these candidates, there will be a situation created where not enough workers will be available to fill critical vacancies as they open up in the future. In addition, the lack of qualified workers will increase hiring difficulty for HR at companies down the road. It will also lead to a slowdown in efficiency and speed in the filling of the roles, and also some companies will need to operate in an understaffed manner. Companies should think on a short-term basis, but also on a long-term basis. Hiring managers should hire based on experience requirements, but sometimes, an allowance or flexibility could be made for some candidates so as to not avoid a certain type of candidate altogether.
A modification to the job requirements listed as necessary for different occupations, would represent the easiest solution to the current dilemma. Some may argue that this is not possible, that requirements and standards exist for a reason and it is the worker that needs to adapt to the requirements, not the other way around. However, taking a look at job advertisements across many different types of sector, it gives one the impression that employers have listed quite a long, complex, and comprehensive list of requirements for various roles. In many instances, it can be difficult, and even impossible, to meet the long list of proficiencies, accountabilities, and responsibilities listed as required. And the whole process can be time consuming and demanding. This process leads to difficulties for employers and employees. For the employee, they run the risk of spending years not working in any productive labour, and to have their skills atrophy. For the employer, they run the risk of running an organization with sub optimal staffing levels. In certain economies, as workers retire, this issue of filling vacancies and investing in entry level workers, will grow in prominence.