When it comes to hiring for need now or potential shortage, organizations need to carefully consider several factors to make an informed decision. It is crucial to strike a balance between immediate requirements and long-term planning. Let's explore this topic in more detail.

1. Assess the urgency of the need: The first step is to evaluate the urgency of the requirement. If the organization is experiencing a critical shortage in a particular area that directly impacts its operations, it may be necessary to hire immediately. For example, if a manufacturing company is facing a shortage of skilled technicians, delaying the hiring process could result in production delays and revenue loss.

2. Evaluate the potential shortage: Organizations should also consider the likelihood and severity of a future shortage. This requires a careful analysis of industry trends, market conditions, and internal factors. For instance, if there are indications that a specific skill set will be in high demand in the near future, it might be prudent to start hiring and training individuals with that potential.

3. Consider the cost and time investment: Hiring and training new employees require significant resources, including time, money, and effort. Organizations need to weigh the costs involved in immediate hiring against the potential benefits of addressing a future shortage. If the cost of hiring and training is excessively high, it might be more reasonable to wait until the shortage becomes more imminent.

4. Focus on long-term planning: While addressing immediate needs is crucial, organizations should also prioritize long-term planning. This involves forecasting future requirements, identifying potential skill gaps, and developing strategies to bridge those gaps. By considering long-term planning, organizations can proactively address potential shortages and minimize their impact on operations.

5. Utilize alternative solutions: Instead of solely relying on hiring, organizations can explore alternative solutions to address immediate needs or potential shortages. These can include upskilling current employees, implementing automation or technology solutions, partnering with external agencies or contractors, or even outsourcing certain tasks. These alternatives can provide flexibility and cost-efficiency while still meeting the organization's requirements.

It's important to note that each organization's situation is unique, and there is no one-size-fits-all approach. The decision to hire for need now or potential shortage should be based on a comprehensive analysis of the specific circumstances, considering factors such as industry dynamics, market conditions, and the organization's strategic goals.

References:
- Society for Human Resource Management (SHRM) - Talent Acquisition
- Harvard Business Review - How to Hire for Skills You Don't Have