Summary of Articles: Staffing
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Summary of Articles: Staffing
The article “Employers prepare to keep, not lose, baby boomers” is focused on highlighting the critical role that the baby boomers play in the workplace (Cadrain, 2007). The author stresses on the increasing shortages of staff in several sectors such as education, public administration and healthcare. For employers, this means directing attention towards awareness of employee turnover resulting in a loss of talent and knowledge. Additionally management practices and internal policies are being changed to accommodate this age bracket within the working landscapes. Baby boomers include individuals born between the year 1944 and 1964 (Staffing Industry Analysts, 2019). The group arises as a fast-growing segment of the workforce with a considerable number of employers seeking them out. Various recommendations are provided in the article to ensure that organizations recruit and retain baby boomers in the workplace. This include offering flexibility such as reduced work schedules, provision of benefits, for example, tuition reimbursement, and training, including use of assessment tools to identify performance gaps.
For most organizations, staffing remains a key challenge, given the increasing shortage of staff, dynamics in work preferences, as well as the prevalence of online means of recruitment (Adrienne, 2007). In the future, the workplace is expected to be highly dynamic, meaning that major changes in organizations will require the retention or recruitment of the best talent. Baby boomers show high levels of experience and remain dedicated to work. They also represent the fastest rising group in the U.S. workforce between the years 2002 and 2012 (Cadrain, 2007). In my own company, the senior management will also consent to the inclusion of baby boomers in the workplace. The group brings in experience and knowledge since they have worked in the organization or similar ones in the past. For employers, this may mean reduced costs such as training on typical business practices. Moreover, senior executives will consider the level of maturity, as well as the broad skill sets that baby boomers bring to the workplace. Even with the adoption of technology, baby boomers are willing to learn and develop just like millennials and other generations.
Byham (2004) article is geared towards finding a clear solution for top managers to get effective candidates from interview processes. In particular, the value of integrity is a highly sought-after skill from new hires. In addition to wide relevant experience, interpersonal capabilities, and a well-written and professional resume, candidates undergoing an interview need to show high levels of integrity and ethics. Many top managers are faced with the challenge of finding these type of individuals, a process that begins from the interview stage. According to Adrienne (2007) study, a key staffing approach rests on getting to understand interview candidates. Today, a large number of organizations are utilizing assessment tools to discover existing gaps within a candidate’s skills knowledge and experience. By understanding interviewees, senior executives can focus ahead, for instance, through evaluating whether candidates possess the skills, talent and motivation to perform new tasks.
For my organization, the top management would agree that the search for new hires demands for a significant focus on integrity and ethics. While developing clear policies and guidelines on hiring and interviewing, most managers are assured that there are limits to finding individuals of integrity. Nonetheless, an organization’s management can check for ethical conduct and integrity during the process of selecting new hires to fill positions within the organization (Byham, 2004). Several strategies should be utilized by top managers, specifically a list of questions that seek to determine the level of ethics and integrity of a given candidate. In any interviewing activity, the initial step should be screening for integrity by asking the appropriate questions. The queries need to focus on past individual conduct by providing illustrations of personal ethics, as well as their compatibility with the corporate ethics. When using tools for assessment, it is important for top managers to realize that proper checks are made to avoid hiring the wrong candidate (Adrienne, 2007). For managers, it is important to have the competencies necessary to select and recruit employment candidates.
Adrienne, H. (2007). 6 ways to strengthen staffing. Workforce Management.
Byham, W. C. (2004). Can you interview for integrity? Across the Board, 41(2), 1- 6.
Cadrain, D. (2007). Employers prepare to keep, not lose, baby boomers. HR Magazine, 23-24.
Staffing Industry Analysts. (2019). More seniors in us workforce; Baby boomers fastest-growing segment. https://www2.staffingindustry.com/site/Editorial/Daily-News/More-seniors-in-US-workforce-baby-boomers-fastest-growing-segment-51870#:~:text=Baby%20boomers%20are%20the%20fastest,is%20expected%20to%20grow%205.5%25