#TalentAttraction #Tuesday WOULD YOU LIKE A BETTER PROCESS TO IDENTIFY GOOD PART TIME EMPLOYEES?
Is the Great Resignation Real? Certainly, and I wished that I coined that description. Is the occurrence of the Great Resignation a surprise? Not given the events that led up to all these resignations.
First, we had the Pandemic descend upon the world unexpectedly. This came at a time of stagnant hourly wages. The minimum wage of $7.25 per hour was set in 2009 and remains at that level. While some states have raised the minimum wage to $15 an hour, workers have had their spending power cut by almost 25% by inflation since 2009 – and that is before the rate of inflation in 2022 is introduced.
Many of the people who resigned were hourly workers earning minimum wage or less than $15/hr. Why work when you could simply jump on welfare and earn almost $12,000/yr. for a family of 4? Then pick up some untaxed hourly wages to match the $15,000/yr. at $7.25/hr.
You Do Not Need To Be An Economist To Understand
Many of these workers are much smarter than they receive credit. Why pay for a car’s upkeep or bus/train fares to go to work, when you make the same by staying at home?
How do we as employers fix this problem? It would have been easier if these stagnant wages were addressed 7 or 8 years ago by employers instead of waiting for a do-nothing Congress to address the problem. Both political parties must share that responsibility – no finger-pointing, please.
Therefore, it is incumbent upon companies to understand their local cost of living and adjust wages accordingly. If you would like to use a method that I found to be fairly accurate, you may click on the CNN Salary Calculator – www. money.cnn.com/calculator/pf/cost-of-living/index.html. Remember, this is the tool that many job seekers use, not some expensive corporate tool.
Recruiting Is NOT Magic
Some people feel that you snap your fingers and qualified candidates appear. I have been an expert professional recruiter for over 40 years. Successful recruiting requires understanding the Labor Market (just like financial markets, it rises and falls).
Multiply your hourly wage offer by 2080 hours (full-time hours). Now you know what your employee earns over one year, minus taxes. Is it a livable wage?
All this preparation is to demonstrate one reason that many of these people resigned. What does the loss of these workers cost your company in lost opportunities – restaurant diners, construction contracts, drivers, landscape workers, manufacturing plant workers/lost productivity, hospital workers, hotel maintenance and cleaning staff, and the list goes on?
The first recruiting problem to solve is the livable wage problem. Does it mean that executives may have to absorb a small cut in pay to pay hourly workers a higher wage? Or does your company have to raise its pricing?
Imagine your success attracting qualified hourly workers if your company leads other companies in your industry by creating livable wages with minimally raising wages every year to match increases in cost from inflation, remember to bump up the wage to cover additional taxes.
Hey, is not the purpose of Thought Leadership to instill new thoughts in our readers’ minds?
Next Recruiting Step
Stop your company’s dependence on job boards. They use your poorly written job descriptions to screen out good to great candidates. Instead, be more creative in your sourcing.
I spoke with a company today that was having problems nationwide attracting part-time hourly workers. They were paying livable wages – check. I asked how they were trying to source qualified candidates. They replied, “On the Job Boards.” I learned about the background they were seeking and offered them a couple of thoughts.
They were hoping to find college students to work part-time with their clientele. I suggested that they contact local college/university Student Government Associations and call the Athletic Directors (they were a fitness company) to see who they knew may be interested.
I babysat for a nice family for 3 ½ years while in college, even changed diapers for their youngest. It earned me some pocket change since I was paying my way through a private college.
Find people like me!
When I speak to groups of professionals who are looking for a new job, I suggest to them to find a job where they can make positive, measurable impacts – and Have Fun! Is that your company? If not, this is another reason why you are having difficulty finding qualified workers. Make hard work fun!
Now for a little secret – I worked for General Contractors in DC and Maryland during most of the 1970s. I was a superintendent at my last job. There were no job boards to post positions. Our project was in a bad neighborhood in Northeast Washington, D.C. I found laborers on the sidewalk on the other side of our fence.
Bottom line – I did what I am coaching you to do – and we succeeded.
Recruiting is Not Magic. It is Focused, Hard Work.
Talent Attraction is Better than Talent Acquisition!
If you would like a conversation on how to ATTRACT talent instead of using an Applicant Tracking System or HRIS to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).
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