Steps to Beat the Labor Shortage

During the last few months, we’ve explored the labor crises in the United States. Let’s take a deeper dive into the ways your company can beat the shortage. Instead of waiting for the labor crises to end on its own and for everything to ‘go back to normal’ (hint, it won’t) – it’s time to change your thinking and approach.

Once you have accepted that the crises is not going away, it’s time to take innovative steps to navigate your way through this new normal.  Here are a few ideas to help you not only survive the nation-wide labor shortage, but thrive within in.

Create Part-Time Options:

·      Offering part-time positions can significantly expand your potential talent pool. Many individuals such as students, parents and retirees may be unable to commit to a full-time load, but are eager to contribute and commit to a company that provides flexible opportunities.  

Create Internship/Apprenticeship Programs:

·      Internship and apprenticeship programs are an excellent way to build a pipeline of future talent. These programs provide students, recent graduates or those wishing to change careers with valuable hands-on experience. Those invested in your program are more likely to consider full-time positions with your company after the internship. Establishing these opportunities may take more work on the front end, but would prove to have extraordinarily positive results.

Create a Wider Pool of Candidates:

·      In the future, you may see a decline in academic degrees, but you won’t see a decline in talent. The quickest way to increase candidates is to stop requiring a bachelor’s degree. A proven worker with skills and experience could be enough when considering a candidate.  

·      Don’t be afraid of gaps in resumes. Inquire whether a stay-at-home mom is reentering the workforce or whether someone cared for a sick loved one.  While searching for the reason, you may find additional exemplary qualities. Therefore, do not disqualify a candidate because of an unexplained gap in their work history.  

·      Be open to candidates who lie outside the mold. This could include an individual who recently left the military, or some other career drastically different than your company. They may not match specific experience for your role, but it’s more important to choose candidates who can prove they are coachable, punctual and loyal.

Create Incentives and Strong Benefits:

·      Ensure your compensation is in line with industry standards and consider offering additional incentives such as unlimited PTO, performance-based bonuses and profit sharing plans. Comprehensive health and wellness benefits, including mental health support can make your company more attractive to potential employees. Providing a robust package of incentives not only attracts new talent, but also boosts the morale of existing employees.

Create a Quick and Simple Hiring Process:

·      A streamlined and efficient hiring process can make a significant difference when attracting candidates. Ensure your application process is straightforward and user-friendly. Don’t be afraid to utilize technology to schedule interviews quickly and implement swift decision-making processes. Simplifying your hiring process will demonstrate to candidates that your company values their time and is committed to efficiency and professionalism.

·      If you are unsure of your hiring or onboarding process, ask us to help! Did you know Arrowhead also provides Human Resource Consulting? Ask us today how we can be a help to your company to improve the way candidates and new hires view your company.