By Dr. Drake Beil
President, Solutions Inc.
What happens when you lose a key person? Panic? Overwork? Neglect of an entire area?
Most traditional Human Resource officials are desperately trying to fill openings. Some want to plug the holes as fast as possible; others wait to find the right fit. Because of the scarcity of management talent, this is frustrating at times, but do-able. While some organizations rely on the Internet to give them speedy access to talent pools, many have tried a new approach called just-in-time hiring.
Just-in-time inventory is a process management approach that makes parts available when tneeded. This results in savings from not keeping huge inventories and tying up capital unnecessarily.
Just-in-time hiring works similarly. People are made available when they’re needed through continuous recruitment. The idea is not to wait until the pain sets in, but always to have an eye open for great talent and bring it in when you find it. The smaller your business, the harder it is to afford another payroll, but the most effective companies find ways to do it.
Another creative application of just-in-time hiring is the idea of "pre-search." Pre-qualify, pre-screen and pre-approve the best candidates for management or executive positions. My favorite technique here is an approach championed by John Sullivan, an executive search consultant. He has one company give coupons to great people that his managers have gotten to know at conferences or trade shows that say, "The day you want to come to work for us, you’re hired. You don’t have to go through the Human Resources bureaucracy. Present this coupon and you’ll be hired immediately."
That sends the right message and increases the acceptance rate, especially in high-tech positions.
Dr. Drake Beil can be reached at drake@60secondsonbusiness.com.
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