It is becoming more and more challenging to fill job openings and it is forcing employers to be more creative in finding and keeping workers. Here are some steps that can help improve your recruiting success.
Evaluate Your Employment Requirements.
Many employers have strict guidelines about criminal history, educational requirements, skill sets, etc. The more stringent the guidelines, the smaller the pool to choose from. We want to increase the size of the pool, not shrink it.
Evaluate your position requirements and ask if it is essential to do the job. Look at how you can pair these down to enlarge the potential labor pool without impacting the quality of the work and increased risk as an employer.
Many companies have stringent guidelines when it comes to criminal history. These guidelines can eliminate a large portion of a workforce especially in many of the lower paying and manually intensive jobs. Easing up on this can expand your pool considerably. It may be wise to reconsider areas such as misdemeanors, minor or petty crimes especially from distant past and other non-violent convictions. Also, drug charges, especially marijuana.
What type of drug screening are you using? Does it include marijuana? Many employers have found that eliminating the marijuana panel significantly boost applicant pool without affecting quality. Many candidates know to stay clean for a couple of weeks before the interview. It is still advised to do a drug screen to look for other types of drug use and keep that as a knock-out factor. Opioid and other narcotic abuse is not uncommon and needs to be screened out of consideration.
Identify what the precise skill set is needed to do the job effectively. It is better to have specific skills and testing for the particular function they will be performing rather than general and broad testing that eliminates workers who can do the job. For example, a warehouse may have one test and one set of requirements for all the hourly positions at that location. The attributes and skills needed for quality control will be completely different from the ones required for put-away. You would screen out capable candidates if the necessary testing and experience exceed what is needed.
Use Creative Scheduling
Requiring someone to work Monday thru Friday 9-5 eliminates a substantial segment of otherwise qualified workers. Many workers would like to work part-time and or non-standard hours. Play around with ideas.
- Job sharing: Can you take a position and divide it amongst two less than full time workers.
- Flexible hours. Can you build flexibility into your schedule? Look at your workflow and determine when the work is. A lot of places have a fluctuating work flow and yet staff to meet peak demand.
Are certain times of day busier than others? Do certain days require more labor than others?
I had a distribution center that started at 8 am and finished at 430pm and Fridays were extremely slow all day. We found that the workflow was busiest from after 9 am until about 2 pm and then ebbed. We started offering part-time positions from 9 am to 2 pm on Monday thru Thursday. We found this was a typical schedule for mom’s with kids in school and moved 30% of the labor hours to part-time with these hours.
Consider Non-Traditional Recruiting Sources
Most companies use the known staffing companies to augment their internal recruiting and temporary needs, but there are other less know sources also.
- Internal part time and seasonal: Consider using your current workers to recruit family and friends for part time and seasonal help.
- Most cities have non-profit and or government agencies working with people who are traditionally challenged to find work.
- Good will
- Second Chancers- people who have minor criminal histories
- Veterans- Special recruiters such as Military recruiters, inc specialize in in transitioning former military
- Disabled workers
- Older/retired workers.
We have to be creative and start structuring our recruiting and our workplace to meet the changing landscape of Today’s worker. Relying on passive and traditional approaches won’t cut it for those of us who don’t have the lure of a Google. It is competitive out there, and you have to work to bring in the right worker. Now once you have them, you have to figure out how to keep them. We will discuss that at another time on engagement and retention.