In nearly every state that has experienced a consistent increase in their Hispanic population, demand for bilingual employees in education and health care has increased in step, because the increase in Hispanics has created a new demand for services that were previously scarce or did not exist. Bilingual employees in the areas of teaching and health care have become so sought after in states like South Carolina, which experienced the largest percentage increase in Hispanic residents in the nation, that the state has had to look overseas to recruit bilingual teachers.
Since 1998, Greenville County School District, which is located in South Carolina’s most populous county, the amount of Hispanic students in need of bilingual teachers has increased tenfold. The number of teachers designated to teach English for Speakers of Other Languages has also increased by 1000 percent over the same time period.
Workforce planning is necessary for companies to ensure that their critical staffing needs are met in a timely and efficient manner. Effective workforce planning involves evaluating the various business goals a company may have, forecasting demand and the supply of talent, and ensuring that the company will incorporate these variables into a plan that will not only be in step with its long term strategic goals, but will also be an active force in helping the company achieve those goals.
In order to effectively and efficiently implement successful and sustainable workforce plans, companies must anticipate the strategic needs and long term goals of a business and develop a plan to meet the staffing levels necessary to achieve those goals. From the executive suite to the human resources department to the manufacturing floor, company leaders must work together to develop a set of best practices for long term workforce planning that are flexible enough to be quickly and effectively modified as the company’s strategic plan is adjusted.
Recruiter.com is a global leader in market news, articles, features and analysis targeted at HR professionals specializing in permanent recruiting, temporary staffing, online recruiting, and consulting. Recruiter.com provides HR professionals with industry, business, and employment news with the goal of helping its users gain the competitive knowledge required to compete effectively in the recruiting industry.
Hunt-Scanlon Corporation is a leading market research firm, online data provider and industry consultant to the executive recruiting and human capital industries. The company provides a wide range of information products and services relating to executive search, staffing, online recruiting, human resources and corporate diversity.
Recruitpoint.net is a web-based applicant tracking system designed to help recruiters organize and manage candidates, clients, and jobs. It is a web-based recruiting system with an integrated job board and extensive reporting capabilities that is targeted to small and medium sized staffing agencies and corporate recruiters. Built by recruiters, for recruiters, recruitpoint.net allows recruiters to spend less time doing paperwork and more time interacting with the most important component of any recruiting operation— people.
One of the traditional centers of friction in the recruiting world happens between HR and third-party recruiters, who frequently can be each other’s worst obstacles. Recruiters want to get their best candidates in front of a hiring manager to place them, but can often find themselves held up by the need for control of the recruiting process that many HR professionals possess. The third party recruiter plays a crucial role in the recruitment process, as he or she must act as a middle man between a candidate and HR and negotiate salary and employment terms without being as emotionally bound up as a candidate may be. Recruiters and HR leaders should always meet with higher level business leaders before beginning the search process to iron out an effective strategy and ensure that no one feels left out of the process.
This can largely be traced to a lack of succession planning. When companies fail to identify, mentor and train employees to advance within the organization, the result is an inadequate internal talent pool for open positions. HR experts tell the Wall Street Journal that companies should admit they've “dropped the ball on talent development” and take steps to improve.
- 60 percent of companies have no succession plan of any kind, according to a survey by the Society of Human Resources Management
- Nearly half of 20,000 employees surveyed at 100 large global companies said they don't receive enough feedback from their managers to help them improve their performance.
Some 60 percent of companies have no succession plan of any kind and are forced to seek outside talent to fill management positions. This is primarily because many managers do not give enough feedback and/or encouragement to employees to help improve their performance so that they can advance to higher positions in their companies. As a result, these employees do not believe they can advance and are very likely to move to other companies where they feel they can advance. In order to reduce this type of turnover and develop good leaders who can advance within the company, managers need identify those employees who have a desire to advance. They must keep these employees growing by rotating them through positions in the company and trusting that if the employee has done well in one position, he or she is likely to do equally well or perform even better in a new position.