The Growth Imperative: How Can Organizations Plan Ahead?
In a recent report titled “The Global War for Talent” published by Aberdeen Group, a global research organization, researchers suggest that companies that focus their efforts on future workforce planning have a consistent advantage in talent acquisition. Sounds like a no-brainer, right? But what about organizations that are growing at such a rate that future growth is difficult to predict? This is a common challenge of some entrepreneurial nonprofit organizations whose growth outpaces their ability to plan for growth.
To address this challenge, Commongood Careers has a few suggestions:
1. Know the skill sets you seek. Create a list of common skills and competencies required for hires, both for specific roles and for all employees. If you build these profiles today, you’ll be better prepared when a position opens up in your organization.
2. Be able to connect quickly with candidates who possess those skills. Smart organizations are always “recruiting” to some extent; keep track of and keep in touch with any potential employees you may meet even if you’re not hiring for an open position today. Then, when it comes time to fill an open position, you’ll have a few leads in mind from the start.
3. Elevate talent acquisition planning to a strategic level. Your organization wouldn’t launch a new fiscal year without a budget, right? Planning for new hires is just as important. Build hiring plans, even if they are just forecasts or estimates, into your yearly planning process. A little work on an organization chart in advance will help to avoid hiring “fire drills” down the road.
Other suggestions for how nonprofits can best plan ahead for hiring? Let us know your thoughts by leaving a comment to this blog entry.
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Growth Imperative delivers actionable expertise to growth businesses. We focus on providing the right step by step advice for your business. Our areas of expertise include marketing, business development, sales & sales channel development, licensing & strategic partnerships.
the quality of life for future generations by creating access and opportunity in underserved communities, improving the health of low-income people, supporting artistic expressions…
Patrick Covington is a wise and intuitive leader who has loyally served the sector for decades, most recently from his senior position at the Annie E. Casey Foundation. He has the experience, credibility, perspective, networks and influence to take on the enormous task of implementing the Kennedy Serve America Act and answering the President’s call to national service..
candidates who possess those skills. Smart organizations are always “recruiting” to some extent; keep track of and keep in touch with any potential employees you may meet even if you’re not hiring for an open position today…
Interesting post and I really like your take on the issue. I now have a clear idea on what this matter is all about. Thank you so much and more power.