How should companies address the skills squeeze?

Many companies have recognized the need for a strategy to create congruency between the number and skills of people needed to achieve their goals. Smaller organizations have bought in to the need for goals and planning for the future but have failed to coordinate their strategic growth plans with the number and kinds of people needed to accomplish their goals. Don’t fall behind your competition because you’ve planned only for the number people needed to sustain the status. Develop a parallel people/skills plan that accommodates planned revenue growth.

Identify a mentor who has the specific experience and skills the new hire needs to develop. Make sure the mentor and the employee are a good match from a personality viewpoint. I have seen many employees “blow up” because they have been assigned a mentor whose personality clashed with his or hers. Don’t ask the person’s supervisor to act as mentor. There is too much conflict of interest there. Instead, assign someone from another department or discipline who has experience in a similar role.

for a company to attract skillful people ,they need to form the knowledge base at the college level .for instance , an  IT company can introduce short term courses in engineering colleges for student to acquire knowledge about work and operational processes ,complexities related to it and latest changes happening in that particular sector .collaboration with institutions can prove to be a way for getting the necessary breakthroug.