This story originally appeared in the Summer 2021 Thriving Magazine. Read the entire Thriving Magazine online here.
We recently hosted a a 21 in 21 event focused on Talent Attraction Strategies (you can watch the webinar for free by contacting email@example.com!). Local speakers shared how they are navigating the challenges, finding the opportunities, and developing solutions to recruit talent in their workforce. Here are a few takeaways from the event!
TALENT AQUISITION STRATEGIES
“Focus on your core values, diversity statement, work/life balance, and showcase examples of your company’s community involvement.” — AJ Eckman, Marketing and Development Manager at Lancaster Recreation Commission
“Race, Equity, Diversity and Inclusion (REDI) is integral in a recruitment process, onboarding and retention. There is also importance in working with community partners and identifying targeted trade institutions to strengthen community presence as it relates to career advancement opportunities. Offering a robust benefits package, including health benefits, 401k, Life Insurance, paid holidays and a generous PTO package, is crucial.” — Anthony Newman, Talent Acquisition and Development Associate at HDC MidAtlantic
“There needs to be patience in hiring; stress and need can lead to compromise. Wait for the right candidates that possess the right skillset, team dynamic, cultural values/practices, and more. If you compromise, it doesn’t serve or support the team, the new hire, or the company if in the long run you are bringing on someone who isn’t suited well—and it can be an expensive and time-consuming process.” — David Myers, Human Resources Generalist at Sight & Sound Theatres
“Focus on communicating the value and benefits of your company — the core values and philosophy. Note important family health care benefits that are available. Offer an increase in salary to staff that do not participate in company benefits. Provide flexibility in most positions, understanding leadership and recruit a progressive volunteer board of directors.” — Abby Kiebach, Marketing and Development Manager at Wheatland Federal Credit
“Look at recruiting methods: How do you identify trainable vs. non-trainable skills when recruiting? Keep an eye out for candidates who possess important skills that can’t be trained like creativity, emotional intelligence, empathy, EQ, and organization.” — Gina Melasecca, Operations Manager at LNP Media Group
“The question, ‘Do you offer employee benefits?’ shouldn’t be a yes or no in the hiring process. As a broker, many of our small employers believe they must offer benefits to attract top talent. What they don’t realize is small groups have fewer regulatory requirements and more options than traditional group benefits. They can offer ICHRA or QSEHRA cash benefits in lieu of specific plans or forgo group coverage altogether. Not offering benefits allows employees access to Pennie, where 70% of individuals have premiums under $10 with the new ARP regulations. That’s good for the employee and saves the employer money that could go to other benefits. That said, whatever you decide, clear and effective communication is the key to your success.” — Joshua Brooker, Principal at PA Health Advocates
“Hold a brainstorming session with several folks with different perspectives, and especially out-of-the-box and synergistic (those who can connect disparate ideas in unique ways) thinkers. Developing some ‘hooky’ messaging and images can be a big help. Describe your company culture and what it’s like to work in your organization. Of course describe the basics such as benefits, work environment, etc., as well. Highlight those things that make you different. Don’t be afraid to touch on pain points candidates may currently have (ex. underemployment, lack of promotional opportunities, lack of training and development).” — Skip Lefever, Director of Digital Marketing Services at Improve & Grow LLC
“We always say employment is a two-way street. We are trying to find the right candidate and they need to believe we are the right employer, culture, etc. After taking the step to offer a first interview to a candidate we’re interested in, why not have the first interview be them interviewing us? What might we learn from flipping the first meeting on its head?” — Dan LaFauci, Director of Human Resources at Atomic Design
“In this tight labor market, recruiting through the Hiring Our Heroes Corporate Fellowship Program is a great way to get a pool of candidates who already have solid professional skills in a variety of areas. The HOH program provides tools, resources, and job connections for veterans transitioning from military careers into the civilian sector.” — Emily Whitaker, Human Resources Generalist at Cargas Systems
“Ditch the ‘experience required’ mindset. If you have that phrase as part of current job postings, ask yourself what you would do if you were forced to hire someone with no experience. Think outside the box of what that could look like and how you would go about it, and work back from there. You might be surprised what you come up with and it could break you out of competing with the same companies for the same people.” — Joel Charles, Head of People & Culture at Haller Enterprises