We’ve heard enough about the talent gap, the skill shortage and the war for talent…or have we? Companies are finding it harder and harder to find and attract the right talent, so they’re upping their game in recruiting and trying all of the tricks of the trade to find those skills needed to drive business forward. Please consider that this is only one solution to the talent shortage problem. When you can’t find the skills, why not train?!
Get Real About Training
An all-too-overlooked avenue to obtain great talent within the organization is to train for it. Companies have gotten so complacent that even entry-level positions are calling for a standard “two years experience.” Sorry, but how is that entry level? Getting real about training starts with the realization that companies need it.
Get the Right Tools
Ensuring compliance, tracking training and managing approvals can be an administrative nightmare without the proper tools and software. Let the right learning management system take care of all of the busy work, and get down to real training! Trying to implement or improve upon learning management doesn’t need to be hard, make it easy getting your team the tools that they need.
Consider Your Succession Needs
You can start simple here. Identify the key talent in your workforce, and then identify impending opening positions. What will your talent lack when the time comes for them to move up? There are tons of benefits to moving people up internally as opposed to hiring from outside the organization. Companies can save on multiple resources when it comes to recruitment efforts, turnover costs or lost production due to positions that need to be filled. Find the gaps in skills and fill them with the right training.
Frame and Implement the Right Way
If company leaders view training as a waste of time and resources, that is exactly how everyone else is going to see it. Training should be framed as the benefit and privilege that it is. Workers are gaining marketable skills and knowledge, and the company is gaining stronger employees with a more robust understanding of the industry.
Find Out How You’re Doing Along the Way
With anything, we need a reference to figure out what can be improved. Any training initiatives should come standard with tests or surveys along the way. Tests are used to see how well the workforce is actually doing in their training and in retaining knowledge. Surveys are useful to find out what management can change to improve the training process and what is working well.
Recruiters and HR pros have been saying it for years, “Hire for attitude and train for skill.” Well, it might be time to actually do just that out of necessity rather than preference. The skill shortage won’t be improving any time soon, let technology and training fill that gap, and drive the success of the organization in 2014.
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