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Job Surge Will Create Unexpected Pressures for Hiring Firms: Consulting Group Identifies Five Key Factors

Friday, July 2, 2004

The long-expected job surge apparently now underway in the U.S. will create unexpected pressures on hiring companies, according to analyses performed by the Society for the Advancement of Consulting (SAC).

"Employers who have actually performed well in creating a 'lean and mean' environment will find themselves having to sacrifice some short-term efficiencies," comments SAC CEO Alan Weiss, Ph.D. "Organizations in growth modes, by definition, have to tolerate some sacrifices in efficiency, which may create internal conflict," he adds.

According to SAC consultants, who work throughout the country in virtually all industries, companies must consider five key factors when ramping up:

  1. Creating and training interview teams that may have disappeared or have not been practicing recruitment.
  2. Reevaluating and perhaps revamping compensation systems in order to both draft the best talent and be equitable to people currently in the organization at similar levels.
  3. Providing line management and talent time to train, mentor, develop, and evaluate new people.
  4. Apprising and acclimating clients to new faces and perhaps slight delays or glitches during the training process.
  5. Working with current employees who have been in tight teams and "clans" to graciously accept newcomers and avoid internal turf battles.

SAC has determined that most organizations (including non-profits and schools) have not thoroughly prepared themselves for these hidden demands of hiring, which could result in even greater inefficiencies if not accommodated at the outset.

"This is much more sophisticated growth than merely increasing head count on unsophisticated assembly lines of old," notes Weiss, "because these new hires will be involved with customer interface, quality, sales, and service. They had better hit the ground running…in the right direction."

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