Great talent is hard to find. Everyone is struggling. Leaders are frustrated with underperforming staff making their work day longer and more exhausting. People in our work cultures and systems struggle due to a lack of quality education, professional development training, and significant work experience. Do a deeper dive into their professional history and you may see a history of quitting, firing, disciplinary actions, and other negative work experience. Potential candidates bring this professional baggage to your organization and leave you with the task of placing them in the right assignment. However, they usually disappoint as their professional character is revealed in a short time.
Our public school educational system was constructed to prepare people for basic administration and manufacturing positions. The industrial revolution of the early 20th century required people to have certain skillsets to operate the machines and process paperwork. Many women got degrees in secretarial administration as these positions were needed in most industries at the time. Men were trained as engineers and technicians to operate heavy machinery and equipment. Students graduated from high school and went to work in business or industry because they were prepared.
Today colleges and universities offer more technical and advanced degrees designed to meet the growing number of opportunities in engineering and technology. However, advanced degrees do not substitute for professional experience, relationship building, and character development. These are the pavers of a long and successful career. Hiring managers do not have time to cross-examine every person who applies for a position. The resume and interview process are used to find talent that is a good fit for the organization. Candidates put their best foot forward, but are not transparent about challenges in their past assignments. A pleasant personality does not always translate into a progressive employee.
There is no easy fix for this problem. Companies need workers and workers need money. There is a large vacuum growing between the number of qualified workers and the pay commensurate with their ability. Here are some ways to alleviate the congestion.
Make ongoing professional development part of every employee's career track.
Do not make professional development training the first budget item to be cut when making financial decisions.
Make sure new employees are put on the correct career path. Have candid conversations with them during onboarding regarding their career strategy.
Ask tough questions about their career experience. Do not be seduced by a well-written resume or a charismatic interview. Don't just ask for references. Use them.
Make professional expectations clear and do not retain people who have no desire to contribute to the growth of the organization.
Use personality assessments as part of the hiring process. This will ensure you place employees in the best assignments.
Once hired, assign employees to a mentor who will guide them through their experience with the company. Mentors provide needed wisdom, knowledge, and insight needed for personal and professional maturity.
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