Here is an article written by Robert Hosking for Talent Management magazine. To check out all the resources and sign up for a free subscription to the TM and Chief Learning Officer magazines published by MedfiaTec, please click here.
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Often talent managers look at external signs to determine staffing needs, but it’s more important to consider their company’s unique circumstances before making a call.
The economy is showing modest signs of improvement, and some businesses are preparing for growth. In fact, 92 percent of executives interviewed for the Robert Half Professional Employment Report are at least somewhat confident in their companies’ prospects for growth in the third quarter of 2011.
Still, many talent managers are contemplating whether this is the right time to hire additional staff, and most appear to be taking a cautious approach. The majority of respondents — 90 percent — in the report said they expect no change in staffing levels.
Instead of looking predominantly at external signs, it may be helpful for managers to consider their company’s unique circumstances. By looking at factors within the firm, they can more accurately assess the staffing situation and their needs.
[Here are four of the six common signs that, Hosking suggests, could point to the need to hire. To read the complete article, please click here.]
Excessive overtime. If staying late has become the norm for employees, it could be a sign they’re having trouble keeping up with the workload. Similarly, if they regularly take work home or come in on weekends, it’s probably a sign they are stretched beyond their limits.
Buying time. Here are a few glaring signs that additional headcount may be required: employees submitting more requests for deadline extensions than usual; even the best, most punctual performers become chronically late in turning in assignments; staff can’t start on new projects because they’re scrambling to finish outstanding work.
Expanding job duties. Managers should consider if jobs within the department, including their own, have expanded to include low-level duties. For example, are workers stepping in to help answer phones, process invoices, finish reports or help others meet deadlines? There’s a good chance the team is understaffed if individuals routinely perform such tasks in addition to their core duties.
Postponed growth. One major red flag to watch out for is if the company has been required to put off or pass completely on new initiatives because there are not enough people to pursue them.
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Robert Hosking is executive director of OfficeTeam, a staffing service specializing in the temporary placement of highly skilled office and administrative support professionals. He can be reached at editor@talentmgt.com.