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Train Up Your Employment Brand: DT Thought Leadership Featured on The Huffington Post

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Decision Toolbox’s blog post Train Up Your Employment Brand was recently featured on The Huffington Post.

Excerpt from the article:

In consulting with hiring managers (HMs), I often hear “I don’t have time to train, so you have to find me someone who can hit the ground running.” It’s understandable: when you’re shorthanded, the idea of adding training to your to-do list can be daunting. In today’s highly competitive job market, however, that approach is problematic.

Suppose a hiring manager, Natalie, needs to replace a Java Developer on her team. In her estimation, the person who can hit the ground running must have at least five years of hands-on experience. Given the tremendous demand for Java talent, though, it may take six months to find an interested and available Developer with those qualifications. Yet it might only take three months to train someone with a year or two of experience — and that person could shoulder at least some of the workload during training. “One to two years of experience plus the ability to learn quickly” is a much larger pool than “at least five years of experience.”

If your company frequently has openings for hard-to-fill positions, consider beefing up the company’s capacity to train. Not only will it help you fill openings, but it also will enhance your employment brand. In addition, training can instill a sense of loyalty in employees and promote retention. I’m not talking about general training, like leadership development or conflict resolution. Rather, I want to focus on training in job-specific skills, like cost accounting, quality control, or property management.

Establishing a whole training department may be possible for larger companies, but there are other options for smaller and mid-sized organizations. Here are a few.

Train the Trainers

If your training budget is limited, you can handle training in-house and on-the-job, leveraging the expertise of managers like Natalie. At the same time, her expertise in IT doesn’t necessarily make her a strong trainer. Strategically, the best investment of your budget may be to put your managers and supervisors through a train-the-trainers course. It will help them train faster and better, and it will enhance their ability to coach and mentor existing employees on an ongoing basis.

Check out the full article on The Huffington Post here.

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