Skills shortages will hit in 2010 – here are three strategies to keep your best people

Get ready for round two in the war for talent – skills shortages will be part of life again in 2010, and your sales and marketing staff could be the first employees poached.

That’s the message from Ken Gilbert, head of human capital and consulting firm Mercer, who says the pressure on companies to find good staff, will only increase as the economy continues to recover in 2010.

While job security has weighed heavily on Australian workers over the past 18 months, the actual experience of workers has been very different – as shown by Australia’s unemployment rate, which has remained lower than virtually every economist and forecaster predicted.

The gap between fear and reality is further highlighted by a Mercer survey of 200 workers aged between 20 and 34. While 86% of those surveyed believed the GFC would make it harder to find a job, this was not actually the case. Over 53% said it was ‘easier’ or ‘about the same’ to find work, according to their own experience, or that of family and friends.

“I don’t think the talent shortage ever went away in some sectors,” Gilbert says.

In white collar sectors, administrative and clerical workers, who were the first to be let go when the downturn started, are now very much in demand. In blue collar sectors, skilled tradespeople are once again hot property.

“Companies in those sectors never really felt that a whole lot more talent came onto the market during the downturn, ” Gilbert says

“If you talk to the mining sector they’ve been really struggling with engineering type jobs.”

As companies ramp up their expansion plans in the New Year, Gilbert expects sales and marketing people to be in demand, as well as technology and product development experts who can help firms bring new products to market.

But Gilbert warns that entrepreneurs should not expect a big sudden spike in hiring.

“They are not really going out to the market and saying, we need to rapidly increase staff. They are targeting specific skills they know they will need to take advantage of the upturn.”

That means competitors could be coming after your best people, but it also means you’ve got a bit of time to try and lock your stars in. But what do you need to do?

Communication is key, Gilbert says.

Your first step should be to sit down individually with your top staff and have a full and frank discussion about where the business is going in 2010 and what part they are going to play in that.

“If you’re an employee and your existing employer isn’t having those conversations, you’re going to be much more amendable to an approach,” Gilbert says.

Secondly, talk about personal development opportunities – such as education opportunities, new postings and new roles – with each staff member to reinforce the career paths offered at your company.

Finally, talk about the rewards system your business offers and think of ways to expand it. Gilbert says money isn’t the only thing an employee wants – think carefully about their personal circumstances and life stage. This may suggest other benefits they might want, such as private health insurance or financial planning help.