Work as we know it has inherently changed since the second week of March 2020 – with remote work, an increased need for frontline workers, the economic slowdown, just to name a few. The landscape has transformed for job searchers and hiring managers, and they have had to adapt to these changes due to the COVID-19 pandemic. For our October 2020 blog, we welcome Carol Ann Schneider, Founder, and CEO of SEEK Careers/Staffing, Inc, to give some insight into what companies need to keep in mind to attract people to their workforce.
How does a company attract people in this booming economy with COVID-19 and the government’s extra $600 stipend hovering in the background? I’m sure that you’ve all seen some of the outrageous ads that people are running – giving all sorts of perks and freedoms that we never before would have even considered. One of our competitors in the Twin Cities just offered a $3,500 sign-on bonus to laborers! Are they crazy?
It’s not so much attracting candidates, it’s more important that we take really good care of the ones that we have now. Did you know that the average temporary worker in the U.S. works 28 hours a week? Thankfully, our average is more like 32 – but still not what most companies want.
What happens when you finally hire a new person? How welcome does that person feel on Day 1? Does he or she get a mentor? Is there a tour given? Where is the lunchroom? The restroom? Do I have to wear a mask? Why? Can I keep my phone with me? If not, what do I do if I have a family member who has an emergency?
What happens on Day 2, Day 3, Day 4, and Day 5?
Does someone work side by side with the new hire until he/she knows exactly what to do? Too often we hear that candidates feel as though they really didn’t get enough instruction. We also hear that trainers/supervisors are not always kind, but often impatient. We all know that it takes anywhere from a few days to six months to really learn a job, yet we often forget that.
A company’s reputation is everything! Ask yourself, “Why would anyone want this job?” “Why would anyone want to work here?” Why do you work at your company? When you create your job posts, those ought to be the first questions that are answered.
Other things that candidates often tell us is that they want “flexible” work hours. Good question! What does that mean? Does your company support flexible work hours? Remote work?
One more point to consider. Do you have a Referral Bonus Program? Is it given to current employees on a piece of paper? How fast will someone see the money? Most people are into “instant gratification” and often won’t remember that there is such a program unless they see it in writing – and often.
Finally, have we considered relaxing our rules against hiring former felons? LinkedIn just published a fascinating article regarding the statistics on former felons. It can be found here: https://www.linkedin.com/feed/news/employing-the-formerly-incarcerated-4962964/
Anyone who has studied Maslow’s hierarchy of needs, knows that the highest need for all of us is self-actualization. When people come to us looking for work, they are looking to make a place for themselves in the world. They are not looking to jam us – even though they may often do so. They want what we want – to be successful!