Fast Forward

Joe Wynne is a versatile Project Manager experienced in delivering medium-scope projects in large organizations that improve workforce performance and business processes. He has a proven track record of delivering effective, technology-savvy solutions in a variety of industries and a unique combination of strengths in both process management and workforce management.

Remember the 1990s? It was difficult to find the best talent because competition was so fierce. Once you survived that, later years brought budget constraints that limited your choices or kept you from hiring at all. Now you may be seeing a happy medium--well, at least a medium. Decent candidates for the positions available. To get the best out of this environment, you have to prepare appropriately.

 

Plan the hiring process…really.

Don't shortcut your planning because you are too busy. Motivate yourself to plan by noting how much of your workload has been increased by previous hires, some of whom appear to be bent on your psychological breakdown. Set aside adequate time. Among the steps of your process, for example, should be multiple interviews for at least certain positions, and you have to get all the stakeholders involved and scheduled.

 

Create a quick backfill plan.

Be prepared to lose high performers. Your company is not the only one hiring: Many others are hiring also, so you will not only have to hire for new positions but you will have to backfill when those backstabbers leave your project for more advanced positions. Create a backfill plan for your critical or hard-to-fill positions. First, list internal candidates who can act as "acting" persons in those positions if necessary so that you will not get swamped with two jobs. Oh yes,…

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