5 Tips to Attract Talent During Staffing ShortagesJanuary 4, 2022 8:15 am
The pandemic has impacted our world in ways ranging from our medical needs to our social behaviors. The business world has also been upended with closures, layoffs, supply chain disruptions, income losses, and policy changes. As we begin 2022, our business market is facing one more issue that could prove to be a final blow to an already weakened global economy – staffing shortages.
The U.S. Bureau of Labor Statistics reported in November 2021 that the number of unfilled job openings remains high at 10.4 million. This is a record number dating back to the late 1990s. Low-wage jobs and hourly positions are particularly challenging to fill as of the writing of this article.
The reasons for these staffing shortages are varied but can be explained using the pandemic as a backdrop. According to Forbes Magazine, the theories as to why there is such a massive staffing shortfall include ideas such as: workers moving outside cities, job changes, child care concerns, weighing health risks, and an overall reevaluation of what they want in terms of schedule, salary, benefits and working conditions.
Employers can’t expect to attract employees using the same old methods as in pre-pandemic times. In past blogs we have discussed retaining top talent, today we have a few ideas on attracting top talent in this current staffing shortage.
Reassess Salaries & Benefits
Top talent will be looking for a company that can offer a little something more than the other organizations that they are considering offers from. Therefore, a boost in salary, better insurance, more paid time off, or even a signing bonus could make the difference in finding and keeping talented employees.
Rethink Work Location
While we are not suggesting picking up your business and moving, we are proposing that you be open-minded about where and when your employees work. The pandemic has taught all of us the value that working remotely can serve especially when balancing family and work needs.
If you can offer remote or hybrid working conditions, articulate that potential in your job posting. This could make a major difference in an employee’s decision-making process.
Changing your thought process on working location can not only save your employees time and money commuting to work, but can also widen your applicant pool considerably.
Now that you are willing to rethink your working in-person versus remote or hybrid options, it’s also a good idea to put into place some flexibility for your employees such as the ability to work flex hours to accommodate school functions, caring for an older parent, or picking up/dropping off the kids to school.
Just a bit of flexibility to get the work done in the hours that work best for your team can mean a world of difference when potential candidates for opening are weighing accepting your open positions.
Improve Your Company Culture
Studies show that employee candidates want to share the values of the company for which they will work. Show off your culture during the interview process whether it is the outings you plan regularly, the charities you embrace, or the overall feeling of the office.
Encourage Mental and Physical Health Best Practices
Employee candidates also want to know that if they suffer burnout (which is highly possible in this pandemic world) that there will be some support. For employees facing challenges whether it is a loved one with covid or worker burnout, it’s always good to know that there are resources that can be tapped into.