S.W.A.T - The Untapped Resource
The U.S. Bureau of Labor Statistics has predicted that by 2010 we will encounter the most severe shortage of skilled workers in the history of this country. The message is clear that employers will need to consider new hiring and retention methods in order to attract and retain the best talent. Finding a well-qualified and technically savvy individual who fits into your corporate culture is sometimes a difficult task. One question to ask yourself is ”Have I considered every resource when hiring new employees?”
A frequently overlooked resource is those highly qualified individuals who are looking for intellectually stimulating part-time employment. As a former human resources professional, I can hear the hiring managers responding by saying ”But we need a full time person, and we need them yesterday!” However, I urge you to consider the following alternatives to traditional hiring: job sharing, telecommuting, and flexible schedules. Frequently, the candidates that are well-suited for these types of positions are mothers looking to return to work who need flexible or part time hours to fulfill their home-life obligations.
These non-traditional options are appealing to two distinct groups who seek a work-life balance: mothers and older employees. Retirees present employers with potential workers who are highly qualified, experienced, mature, dedicated, and dependable, and will likely stay longer than their younger colleagues who tend to seek new jobs relatively frequently.
In some parts of the country, groups of women and mothers have gotten together to pool their resources in order to better serve the needs of local employers. An acronym has emerged to describe these women: SWAT (Smart Women with Available Time).
These often seasoned and well-qualified professionals left their careers voluntarily to raise a family. They are now looking to contribute to an organization that can benefit from their expertise on a flexible or part time basis. These professionals should be commended for their commitment to keeping their skills fresh and up to date until they are ready to re-enter the workforce full time. They are often willing to negotiate their salary in exchange for an accommodating work schedule.
Somewhat surprisingly, few employers are actively recruiting this untapped resource.
With some preplanning and forethought, you as the employer cannot only expand your hiring pool, but in the process, you will establish your company as an “employer of choice” by considering this option.
1. Job Sharing is not a new concept in the workplace. The key to effectively leveraging this option is to understand the nature of the position you are trying to fill. Is this a position that can be split into two roles while still fulfilling the needs of the company? For job sharing to succeed, all three parties must be committed to the situation. This is easy to achieve when the position is newly created and you, the employer, have control over 100% of the arrangements.
Consideration of job sharing should also be made to current employees for retention purposes. For example, an employee who goes on maternity leave may have every intention of returning to work, but she might prefer part-time employment upon her return. Rather than lose this valuable employee and the contributions she makes to the organization – not to mention the investment you have made in training her - consider offering job sharing as an option. Your employee will appreciate your efforts, the word will spread that you are an organization that supports flexible schedules, and you will gain the long term loyalty of the employee. As a result of such a decision, the newly structured position can be filled with two like-minded candidate.
There are several benefits to offering this type of employment. One advantage of supporting part-time employees is the opportunity to save on benefits (medical, dental, etc.). As a business, your organization can offer reduced benefits to these part-time professionals at a substantial cost savings to the company. Another valuable outcome of hiring these employees is the opportunity to create a more motivated and “engaged” workforce. “...Motivated workers are productive workers; and productive workers are satisfied workers. So having a fully functioning job-sharing program can be a win-win situation for both your business and your employees,” reports organizational psychologist David Javitch in his article, The Pros and Cons of Job Sharing
Continued in next column >
“The most important criteria is the ability to work with a recruiter who takes the time to truly listen, gaining a genuine understanding of the open position....."
2. The second component of this progressive strategy is the utilization of telecommuting. Thanks to personal data assistants (PDAs), email, the internet, and inexpensive webcams, home workstations continue to pop up everywhere as telecommuting becomes more commonplace. In fact, the number of teleworkers will approach 14 million by 2009, according to Eve Tahmincioglu (The quiet revolution: telecommuting). In addition to the technology aspect, this developing trend is due to a number of other components including the increasing concern for the environment, high gas prices, and the demand on employers to provide better work-life options. Telecommuting addresses all of these issues and more. Whether an employee is completing her work at 2pm or 2am, the primary concern remains productivity, accuracy, and timeliness. Effective telecommuting requires employees to be self starters with an ability to separate their home life from their work life – including setting up a work space that is separate from the household. Not every employee displays this ability, and it is important to screen for this talent during the hiring process.
3. The benefits of flexible scheduling to an employee are obvious, but what are the advantages to the employer? According to the National Study of Employers, organizations that offer the option to work an alternate schedule witness higher productivity rates and lower employee turnover. Other less obvious benefits include a decrease in overhead costs, especially in situations were employees can share expensive equipment, desk space, etc. Employers can also use this “schedule change” to their benefit , providing customers with increased service hours which is particularly valuable for companies that service multiple time zones.
There are numerous variations of flextime - whether it is a condensed 40 hour work week, or having employees work staggered hours. In order to successfully transition from the traditional work schedule to a flexible one, you will need to clearly define the work arrangement and expectations. This revised schedule should also indicate the logistics of holding meetings and other events and whether any work can be completed at home.
An additional positive effect of flextime is the reduction of traffic. With some employees commuting only four days a week on staggered schedules (e.g. Gen-Probe and Cubic) there are fewer cars on the road, thus reducing pollution and traffic for all.
So, where can you find these candidates?
The first and obvious resource is to use job posting sites, recruiters and, possibly, newspaper ads. Statistically, however, over 60% of jobs are found through networking. An effective networking strategy consists of utilizing a broad list of contacts -- people you've met through various social and business functions, co-workers (current and past), colleagues in your industry, and those you meet at industry gatherings such as trade shows and conferences. Additionally, employers should encourage networking with family, friends, school organizations, church, gym partners, and neighbors
With the increasing shortage of skilled workers and the average cost of losing a valuable employee at 150% - 225% of salary, it is essential for employers to develop strategies to recruit and retain talented individuals. Implementing programs such Job sharing, telecommuting, and flexible schedules requires minimal financial investment, if any, and will be successful if these guidelines are followed These strategies build employee loyalty and position your company as a desirable place to work reducing turnover and thus increasing profitability.