What are YOU doing about the Impending Labour Shortage?
As a preface to my blog,…I read an article from 1994,… “In about 15 years, the Canadian labour market is expected to experience a serious shortage of about a million workers. This problem is compounded by the fact that there are significant challenges in hiring for technical and skilled jobs, and in retaining existing key talent. The dilemma is also amplified by a number of long-term trends in the marketplace, including the impending retirement of baby boomers, slower population growth and global competition for jobs. Are Canadian companies ready for this labour gap?”
I’ve been doing a lot of networking over the past few months, meeting different thought leaders, from various organizations, representing all the Business Units and sharing stories and trends.
The overall impression is that the HR/recruiting BU is looked at as a cost center, reactive to the market place and unable to make a difference.
At on such event I got my moment in the sun, a marketing specialist said that now more then ever, there is an unbelievable window of opportunity for Recruiters to prove these folks wrong. The leaders of organizations are looking to us, as this “Impending Labour shortage” is on the doorstep, arm raised and ready to knock on the door. The group then turned to me and asked what the recruiting community is doing to insure that organizations are going to stay on top of this problem.
It was an eerie feeling to have all of these eyes turn, fix and listen to what I was about to say. But my goal is to hear what you have to say. What are today’s Recruiting “Thought Leaders” doing about this rapidly approaching problem?
Let’s share our proactive strategies with the community that is going to be asked to “make a difference”
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