Four Practical Solutions for Optimum Staffing
Published on: Sunday, December 13th, 2015
When you hear the term optimum staffing, what does that mean to you and your company? While there are complex formulas and statistical programs available to calculate optimum staffing levels, there are no substitutes for intuition and a common sense approach when staffing your team. It all begins with how and who you hire, and whether you can retain them. In the May/June issue of JPM, Shannon Alter, CPM® explores four practical solutions for recruitment and staffing:
- When filling an open job, hire for the position rather than the person. Take time to reassess the position and your needs. Complete a job analysis and review job descriptions annually.
- Choose employees who will fit easily into, and grow with, your company’s culture. Look for:
- Likability: Will customers and employers like working with this person? Will people trust them?
- Learnability: Does the candidate exhibit a willingness to learn from others? Can they successfully pass their knowledge onto others on their team?
- Leadership: Is this person an emerging leader you can bring into the fold? What is their leadership potential?
- Establish a leadership continuity plan. In today’s constantly changing business climate, the need for leadership strength and a solid succession plan is no longer optional; it’s critical.
- Think about what’s important to your target audience, and offer appropriate incentives. Motivators such as mentorship opportunities, a clear career path, and flexible working hours can go a long way, especially for young professionals.
Optimal staffing involves hiring and retaining top talent that is a great fit for both the job and your company. What tips and best practices can you share?
About the Author
Rebecca Niday is a Senior Curriculum Developer at IREM Headquarters in Chicago. She works with IREM members to develop classroom and online courses.