You thought that job could be done with AI, and now it turns out you’re wrong. Did you know your job description is too vague? Was your really good candidate a fraud?
As economic uncertainty continues unabated, the low-fire, low-hire environment remains prevalent. Finding a job is harder for many applicants, and when they use AI, your system can be easily overwhelmed. Another job you need to fill may leave you competing with large companies for scarce talent.
You need workforce planning tools to help smooth out the bumps, no matter your business type. These tools, such as Rippling, automate basic HR and payroll processes, among other things, so you can focus on workforce flexibility, retention, and the right person for the job.
How do you find the right person, whether it’s a flood or a trickle? Put the job posting on the company website and ask for referrals by encouraging employees, customers, suppliers, and partners to share the link. But don’t introduce discrimination into the mix.
Post on fewer job boards with extremely specific job descriptions. Use filtering questions after the application or require work samples.
Hiring is expensive. The real win is keeping people. Retention makes sense in this environment, and it’s cost-effective.
Employee development and internal mobility make your workforce more adept and your business more adaptable to sudden changes. Your high performers will be happy, and you can turn your not-as-high performers into more proficient employees.
Author: Kris Keppeler, a curious writer who finds technology fascinating. Follow her on X (Twitter) @KrisNarrates, on Medium.com @kriskeppeler, and on LinkedIn.
Small Business Solutions 