Managers tend to focus on hiring to fill skill gaps, but retention is often a more effective approach.
By Kirsten Tornow, HR Coach at Paychex
As other industries’ labor challenges wane, skilled trades leaders are still trying to navigate a significant shortage. According to a 2022 survey from the National Fire Protection Association, 42% of respondents noted the bulk of their 2023 budgets will go toward ongoing staffing challenges, with many saying they need to increase headcounts to succeed. It’s not an easy feat in today’s market, but there are strategies that can help leaders overcome it.
While every industry is unique, the challenges skilled labor employers now face are not. Every industry has experienced shallow hiring pools and the need to adjust to accommodate workers’ shifting preferences. Now is the time for skilled labor leaders to explore creative strategies that can help them overcome the issue.
In difficult labor markets, managers tend to focus on hiring to fill gaps. However, retention is often a more effective approach. High retention could mean that staff is trained, experienced, and knowledgeable.
To support retention, HR managers can:
Change is hard, and doing it alone is even more challenging. However, adjusting recruiting practices to focus on retention is likely an easier road than banking on expanding headcounts in today’s skilled labor market. Engaging with an experienced HR partner can help alleviate the stress associated with HR management so leaders can focus their time and effort on core services without sacrificing employee satisfaction or effective administration.
About Kristen Tornow, SPHR, PHRca, SHRM-SCP
Kirsten Tornow is currently an HR Coach at Paychex supporting approximately 60 HR specialists across the U.S. who advise Paychex clients on the wide range of business and HR issues facing companies today. Kirsten joined Paychex in February 2010 as an HR Generalist and rose through the ranks to a Senior HR Generalist, HR Consultant and most recently as an HR Coach. With over 15 years of HR experience, Kirsten has extensive expertise in strategic human resources planning, employee relations, compliance, training and development, and more. She has a Bachelor of Arts degree in Communication with an emphasis in Interpersonal and Organizational Communication as well as certifications from SHRM and HRCI.
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