Staffing experts, Robert Kelly and Lynn Billing have some simple solutions for employers falling short of finding qualified candidates. They say taking the long view of improving the pipeline of candidates and matching it with schedule flexibility for those candidates will make the difference in solidifying your staff.
Kelly, the chapter president of the nationally awarded SHRM (Society of Human Resource Management) group, led last Thursday’s conference on recruiting, retention, and upskilling.
“The key is to not scramble to fill a position by hastily filling it,” said Kelly, the long-time Vice President of Augusta Staffing, Aiken Staffing, and Job Shop.
Kelly said mistakes happen that can set back a company for months. Instead, he said to develop an evergreen pipeline, so that you are putting the right people in the right seats through your internal and external messaging.
Very few of the 60-plus HR leaders in attendance at Fat Man’s Café and Catering Center in Augusta said they have a career page on their websites.
“Talk about hiring through the lens of your value, vision, mission and aligning people who are passionate in how they do what they do,” Kelly said.
Kelly talked about the benefits of developing an evergreen pipeline by recruiting before you have an opening:
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Reduced time to hire
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Increased candidate satisfaction
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Improved employee retention
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Enhanced company culture
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Engage passive candidates (those in current positions you attract to your company)
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Hire better candidates
Kelly said you should externally brand your hiring message just as fiercely as you brand your sales efforts to pitch your products and services.
“This forever labor shortage concept is real,” said Spherion’s Lynn Billing, a presenting sponsor of the event. “You’ve got to be the employer of choice.”
Practically, she said the financial benefits like pay, incentives, and more paid holidays are still top of the list for candidates and recommends employers do a salary survey every month, as things are rapidly changing in the hiring landscape. She strongly suggests pay transparency and listing a salary range in the job description.
Billing agreed with Kelly that people want to work with a company with greater value and purpose that promotes a message. She cited the Bomba sock company which they do good for the world. Buy one pair, and they give one away to folks in homeless shelters and places of need.
“How many know what their Google rating is?” she asked the crowd. A smattering of hands went up. “Candidates are looking at your reviews.”
She encouraged the HR leaders to look at sites like Yelp and Glass Door to see if their scores are less than 4.5 of 5. In this case, it might be worth making some changes. She said always comment back after a review as well.
Because it’s an employees’ market, it’s no different from other markets, like real estate. You have to stand out and draw the prospects to “your house.” Here are some tips she has for employers:
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Explore scheduling flexibility
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Consider a 4-day workweek
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Add job-sharing schedules to help those in school
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Consider allowing employees to choose 1st/2nd/3rd shift
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Allow employees to work remotely when possible
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Eliminate mandatory weekend and overtime shifts
She too agreed with Robert Kelly. Focus on your brand value in the face of a scarcity of employees and heavy competition for a limited number of candidates.
Augusta Business Daily was a supporting sponsor of the SHRM event.
