Companies no longer really train employees. It saves them money to cut or minimize training and new skills programs. And with employees no longer having to “waste” time in training, they can do more of their regular work (as well as cover some of the work that used to be done by their boss/co-worker/employee that no longer works at the company (and who may or may not ever be replaced)). As expected, companies still make it look good and tout their commitment to the “learning/knowledge growth thing” and their extensive library of online classes employees can access (on their own time of course).
What about when you do need to hire? There’s got to be plenty of unemployed candidates who’ve had the exact job role, right? Those candidates will be thrilled just to get back to working and doing the exact job they had last year, right? The recession solves the problem and keeps a lid on frivolous expenses like training new hires or cross-training employees to enable them to take on different roles in the company in the future. Win-win! It is win-win, right?
What’s interesting is that senior management’s cunning plan of using the recession combined with this hiring strategy is simply not working. A recent survey confirms that employers are frustrated with the lack of skills of candidates they’re reviewing and that it is taking much longer than anticipated to fill job openings because of it. Firms that don’t want to fill in the skills gaps of otherwise great candidates with some post-hire training essentially are annoyed that candidates’ previous employers didn’t train them well enough (think about that one for a moment… and then consider if your firm fits that ironic description). So short-sighted, it’s almost unbelievable. Good to Great? Mmmmm, maybe not.
To these many, many firms I say, “Shoot thyself in foot much?” Oh, and advice for employees and investors of these firms… short the stock. (186)