Background:
Hiring smart today means hiring strategically. The traditional approach - finding the one person who best fits the specs of a particular job - is losing ground in progressive companies to a much more fluid and flexible model. Strategic staffing involves determining what a job really requires and what combination of human resources best meets those priorities. It means putting together a mix of talent that is strategically keyed to the needs of the business and the realities of the labor market. YOU NEED A PLAN Your goal should be to create a staffing plan with enough flexibility to allow you to cost-effectively access the talent you need when you need it, yet avoid staffing shortages that can undermine productivity. It's a delicatt balance, but it can be achieved. When you plan ahead, you anticipate your department's needs and ensure you have adequate resources in place to get the job done "without overburdening your staff. ASSESS THE WORKLOAD To bring a genuinely strategic mindset to your hiring decisions, you need information - lots of it. Before filling a vacant position, consider what may have changed since it was first created. Have any of your department's key long-term goals changed? Is the company facing new competitive pressures? Also evaluate your total annual workload. Does it fluctuate seasonally or will it be affected by a major initiative the company has planned, such as the introduction of a new product? How can you best handle the projects and tasks you expect? Full-time hiring may or may not end up being the best choice, and until you're sure, resist the urge to automatically fill vacant positions without researching alternatives. EMPOWERING EMPLOYEES Can less-critical projects for which the position was responsible be postponed or are they no longer required? Can the work be handled by a combination of other staff? You could delegate some responsibilities to team members who may welcome the opportunity for additional learning. Discuss career goals with them beforehand to help you match the right tasks with the most appropriate employees. DON'T DELAY TOO LONG Devote some time to considering these and other possibilities, but don't wait too long to act because understaffing, if allowed to persist, can have serious effects. Staffing shortages can cause increased employee stress and decreased customer service. Make some observations to ensure you're not already at that point. Here are some other clues that your company is currently experiencing staffing problems: * Frequent mistakes or missed deadlines * Excessive overtime * High turnover * Absenteeism If you conclude that you may already be understaffed, here are some do's and don'ts to consider: * Don't ignore the need for additional support, hoping that your employees will somehow catch up. * Do think the problem through. * Do be flexible when implementing change. * Do maximize your resources by strategically partnering with other departments, if possible. * Do get others' opinions, if necessary. * Don't avoid making a decision. * Do establish a plan and goals. CALLING ON TEMP STAFF In addition to internal solutions, bringing in temporary employees can offer you flexibility while helping you control costs.This approach is a key element of strategic staffing. It allows you to get through a peak workload period or manage a special initiative requiring expertise your current full-time staff members may not possess. It also affords you extra time to decide whether filling a vacant position is the most practical long-term solution and, if so, to conduct a thorough candidate search. Strategic staffing allows you to be proactive rather than reactive. By staffing strategically, you can not only more efficiently address shifting priorities but also prevent burnout in your core team, improve retention and boost morale. Employees will sense that you care about them and appreciate your willingness to bring in extra help when needed.
Question: Strategic Staffing for the New Year. Women in Business
What would be the summary of the entire article list above in one's own words?