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How to Better Utilize Talent

Companies are realizing they can no longer expect to find just-in-time talent on tap. Here’s how to better utilize both talent you currently have and talent you need to find.  

Not all talent pipelines are created equal. Facing a global talent shortage, employers must become resourceful and creative when it comes to finding qualified workers for the right roles. There is growing competition for workers and a sense of urgency as the future of work constantly changes.  

Fortunately, there are options beyond the traditional job listings for hiring employees. Here are ways organizations can better utilize talent.  

Find the right employee fit  

In one role, an employee might be facing burnout or a lack of qualifications. But in another role that same worker may thrive when facing a new challenge. Take a look at your workforce and assess if it’s time to make a change. Switching roles in an organization can not only keep your workers motivated, it can also provide fresh perspectives and much-needed resources to where you really need it.  

Explore alternative work models  

Not everyone wants to work full time, and not every role needs it. The holes in your organization chart may be addressed through alternative work models like contract workers, part-time or those returning to the workforce that desire more flexible arrangements and hours. Be open to these non-traditional models as well as tapping new workforce segments in order to widen your pool of qualified workers.  

Hire for roles instead of jobs  

A focus on flexible roles versus rigid jobs titles in defining, preparing and managing work today seems more valuable. Research shows that rather than having one job for life, millennials are focused on continuous skills development. Attracting millennial talent will require organizations to pivot and look for employee traits like learnability and curiosity rather than a narrow set of defined “job skills.” It’s time to invite roles to the table. 

Upskill your own workforce 

Automation can only go so far in covering the gaps – humans are wanted. Eighty-four percent of organizations expect to be upskilling their workforce by 2020. Building talent means investing in the development of an organization’s current workforce. This includes using people analytics, psychometric assessment, predictive performance and Artificial Intelligence to equip employers to map and upskill their workforce. Employers must emphasize that continuous learning is essential for individuals to keep growing in their roles and better grow with the organization.    

To learn more on about the global talent shortage and what organizations can do to respond to it, read ManpowerGroup’s Talent Shortage Research.