How Documentation Can Make or Break Your General Liability Claim DefenseEmployers may need to up their game if they want to find workers. According to the June 2021 Jobs Report from the National Federation of Independent Business, 46% of small business owners have job openings they can’t fill. This is more than double the historical average of 22%. Outdated tactics won’t cut it anymore. Make sure your recruitment and hiring policies are in line with current best practices.
Promote Health and Safety
People have many reasons for not wanting to return to work, but for some, the main reason is the continuing threat of COVID-19. Despite the ongoing vaccination efforts, infections are on the rise again, and AP News reports that Los Angeles County is reinstituting a mask mandate. California has also recently approved new Cal/OSHA emergency temporary standards on COVID-19 prevention.
Although many businesses are ready to return to normal, employers must understand that COVID-19 is still an issue and that many workers are still concerned. By following health and safety recommendations, employers can help make sure workers are comfortable while minimizing liability exposures.
Embrace Tech That Works for Workers
The recruitment process has gotten high tech. In addition to tools that can make the process easier for HR pros – like AI to screen resumes – consider the tech that will appeal to job candidates.
Some applicants may be interested in remote interviews done via Zoom or similar programs, for example. For other communications, consider using text messages instead of phone calls. With text messages, applicants don’t have to worry about missing calls or having awkward phone conversations while at the job they’re trying to leave. Check out this HR Morning article for tips on using text messages during recruitment.
Provide Winning Benefits
Because companies are struggling to fill positions, workers have an advantage. They will need to show why they’re the right person for the job, but the company will also need to demonstrate why the company is right for the workers. Providing great benefits and perks is one way to do this.
Flexibility is a top priority right now. According to Business Insider, one poll found that 39% of U.S. adults would consider quitting if they were required to return to the office full time. Many people who are looking for jobs now are interested in positions that offer remote options and flexible schedules.
A good benefits package is also a must. Student loan repayment benefits, financial wellness and mental health benefits are all in demand. The shift to remote work has also impacted which perks employees need. Instead of transit vouchers, for example, workers might prefer things like home office equipment and pet insurance.
Support Diversity, Equity, and Inclusion
If you’re not building diversity, equity, and inclusion strategies into your hiring process, you might be missing out on some great workers.
According to Glassdoor, diversity and inclusion have become key issues for job seekers: 32% of employees and job seekers say they wouldn’t even apply to a company that has a lack of diversity among its workforce, and 76% of employees and job seekers say that a diverse work force is an important factor when evaluating job offers.
In some cases, diversity is legally mandated. In California, the Women on Boards and the Underrepresented Communities on Boards acts require publicly help corporations to meet minimum requirements for board diversity.
The Bottom Line
Everything has changed since COVID-19 and that includes hiring. To attract great talent, you’ll need to rethink your recruiting strategies. If you need to refresh your employee benefits package as part of this process, we’re here for you.
