Possible Solution for Meeting Headcount

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Exploring Wage Analysis as a Possible Solution for Meeting Headcount

Across the United States, employers are all having trouble meeting headcount goals while also ensuring their labor costs are kept in check. This trend is especially prominent among industries that require a high level of skill. While there are many common ways to address this profit loss, including reducing overtime availability and squeezing markup to pass costs along to customers, this can create a bottleneck that still limits the availability of new, skilled candidates to meet overall headcounts. Unfortunately, it has never been more important for businesses to focus on improving these numbers while also implementing wage analysis methods into their overall plan.

Luring candidates that will contribute to both organizational and departmental goals is crucial for meeting headcounts. Taking the time to perform a wage analysis and determine a competitive market wage for potential employees is crucial for ensuring that these headcounts are met and candidates that are looking for a long-term career are offered positions. Not only can a wage analysis help with meeting headcount, but it can also help bolster retention strategies and incentivize employee loyalty within the company. But how does a competitive wage analysis improve headcounts and what other benefits can be achieved through an improved salary and benefits package?

Business Woman Giving Cheque

How Does Wage Analysis Improve Headcounts?

When modern businesses expand, wages and other associated benefits are often left behind in the growth process. This, in turn, results in non-competitive wages and high levels of employee turnover that make meeting headcounts even more difficult. A wage analysis can best be described as a comprehensive examination of current salary and benefit programs for an individual position type that is then compared with local, regional and national data. This helps businesses stay a competitive option for job seekers while also ensuring that current employees are not being lost in the mix.

Among industries that are reliant on meeting headcounts, like manufacturing, is it common for a sub-par candidate to be accepted just because they have the minimum skills required and can quickly fulfill headcount goals with little disruption. With this strategy, those same employees will likely leave quickly or be removed from the team – further hindering the ability to meet headcounts. In some industry, this creates a stream of constant churn that makes it impossible to have a solid workforce daily. This can cause stress on other employees and further hinder morale and productivity, potentially resulting in even more turnover of the most valued employees within the company.

Workers in uniform
Worker in protective clothing

Paying employees a fair wage and ensuring they are receiving the benefits that they are looking for is critical for meeting headcounts. As many employers are now starting to understand, one of the best ways to accomplish this is through a solid wage analysis plan that regulates pay caps and ensures the business remains at the forefront of jobseekers’ minds when they are looking for a new career path. Although this may seem like a bold step, the benefits that can be achieved in high-turnover industries are immense. Certified Source can help cut out the guesswork and improve headcounts through our unique performance based staffing solutions.

Targeted Recruitment and Retention Programs as a Possible Solution for Meeting Headcount

Anyone who has done hiring for an extensive period likely remembers how hard it used to be to create an effective targeted recruitment plan to attract new talent. At first, the big job boards, like CareerBuilder and Monster, were one of the first viable ways to find new talent online easily; however, changes in the job market and technology have made it easier than ever to get a job listing in front of a suitable candidate.

Targeted recruitment, particularly when striving for diversity, is one of the most important topics today in the American corporate world. And, while this approach is critical when establishing a business, it still has equal importance during a ramp-up phase. To make matters even more complicated, organizations also need to have a solid retention program in order to retain talent. How might a targeted recruitment and retention program be a possible solution for meeting headcounts with these two approaches in mind?

HR representatives listening attentively to applicant ideas and thoughts

How Can Targeted Recruitment and Retention Programs Help Meet Headcounts?

When a business focuses on targeted recruitment and retention programs during a ramp-up phase, they can often ensure that they are meeting headcounts effectively as a company scales upward at the same time. Unfortunately, not having a program in place could hinder the ability to grow effectively.

One of the essential facets of a targeted recruitment and retention program is to ensure that candidates' messaging resonates with them and helps them familiarize themselves with the organization. Even if a candidate doesn't receive a formal invitation for employment, they could still meet other position guidelines both now and in the future. For this reason, it is vital to keep track of candidates that have shown interest in working with the company. This forward-thinking approach helps fill positions rapidly as they become available during ramp-up periods.

In addition to helping a business maintain headcounts, a targeted recruitment and retention program can also help ensure that mission-critical positions that are harder to fill have a surplus of candidates available to choose from. This means that, even if churn should occur, the positions in question that make the most impact will still have candidates ready to fill them. Often, this benefit alone makes having a great targeted recruitment and retention strategy in place important for various industries that experience high employee churn.

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While maintaining headcounts is an ongoing process, once sufficient levels have been reached, a good retention plan can be used to keep them engaged and employed with the organization. Even the use of basic retention strategies can improve the employee experience long-term.

discussion of business plan and strategy

Far too often, businesses will try to eliminate churn at all costs necessary; however, taking the time to ensure you are hiring the right employees through targeted recruitment strategies and then using retention programs to keep them happy long-term is critical. Each of these plans should be formulated in conjunction with the existing company culture to attract candidates with the talent and ability to assimilate quickly. Through Certified Source's Performance Based Staffing services, companies can ensure that their headcounts are being met through well-crafted and implemented targeted recruitment strategies.

Pre-Screening as a Possible Solution for Meeting Headcount

Hiring managers are often under a lot of pressure to meet headcounts. Consequentially, this means that they tend to hire new personnel as quickly as possible. The consequences of these actions often result in high turnover rates, impeding a permanent meeting of headcount. Under this tremendous amount of pressure, the most reliable process an organization can implement is pre-screening.

Most companies use pre-screening to ensure trustworthiness and reliability among their top candidates. However, it is vital to ensure pre-screening tools do not violate any anti-discrimination laws that are federally implemented. This means that candidates can only be selected based on qualifications, experience, work history, and legal history. No test should discriminate against color, sex, race, national origin, disabilities, age, etc.

Business man explaining about his profile to two senior manager

How can pre-screening help with meeting headcounts?

Companies that implement pre-screening into their hiring process receive the advantage of saving money and time by only meeting with the top talent and speeding up the process. In addition to these benefits, any company that requires pre-screening on the application process can also eliminate candidates who are not serious about the job or untruthful on their resumes. Without this process, hiring can be prolonged due to the hiring team having to manually decide who is truthful or reliable and who is not.

Without pre-screening, hiring managers would still feel the pressure of fill up vacancies as quickly as possible, often deciding on the first option available instead of the most qualified one. This causes more turnover than expected, leaving constant gaps in the headcount, and causing additional problems in the company. Pre-screening can help meeting headcount and solve many other issues in the company, such as reducing turnover, increasing the quality of employees, and making retention programs successful.

When implementing pre-screening, companies should consider the job demands of each vacant position and modify the process to target the top talent available. Implementing a test that can measure job-specific attitudes often covers these requirements. Pre-screening is also helpful to reveal any history of a candidate that might clash with the company values, such as a history of workplace violence, identity theft, fraud and misrepresentation, breaches of confidentiality agreements, criminal offenses, sexual misconduct, and more.

Candidate During Job Interview

Researching and implementing a pre-screening process might seem like a load for some companies. However, once mastered, it can bring multiple benefits to the company, allowing it to focus its time and resources on external growth opportunities.

reviewing resume on his desk

As mentioned above, pre-screening information cannot be used to discriminate against candidates according to federal law and maintain a professional and respectful relationship with all applicants. Certified Source provides performance based staffing services that help fulfill employers' needs to ensure they always get the best candidates possible.

Through our unique system, employers can take a hands-off approach. Our experienced and trustworthy team can manage the workforce, limit turnover occurring, and ensure that the best candidates possible fill vacancies that may be available. No matter what an employer client's needs may be, our team is sure to have the right fit to meet their required headcounts.