- Roy Maurer writes at the SHRM blog that there needs to be a shift in workforce planning from internal focus to a more outward view that's based on the reality of what's actually available in job markets.
- Having access to the right workforce data matters. Rosemary Haefner, CHRO for CareerBuilder told SHRM, "You can better identify critical skills and analyze the supply and demand for those skills by tracking and modeling data on your company and the economy at large." Additionally, Dion Love, a principal executive advisor at CEB, told SHRM, "without good data, organizations overlook labor market demand and underestimate market saturation of particular skill."
- Be prepared for changes in the workforce, such as changing job roles and new job types being created, says Maurer.
HR and recruiters must be working together and using accurate data so they can assess existing vs. lacking future skill sets. They also need to be mindful of the evolution of job requirements and tasks as they will change over time as new processes and technology are introduced.
A hyper-focus on internal business goals leaves out the real-world aspect of recruitment, which can be a serious mistake. While there is increased need for better internal hiring and training solutions, a company can't prepare themselves properly for the future if they are basing their programs on bad data.