The Edge for September 2022
Is the labor shortage real? The answer is a resounding yes. We talked to New Jersey business executives who are dealing with the crisis – one says her company is interviewing candidates everyday – and asked them how they are handling it. Here is what they said:
Always be Interviewing
We have two people on my staff whose sole function is to recruit. They are always interviewing. We are now spending more attention on getting to know the applicant because it’s not just the salary that brings them in. We try to find out what appeals to people. Why do they want to work for a small, minority-owned cleaning company? That said, we have raised our salaries, which is a challenge in itself. Who is going to pay for that gap? For the first time in my 15 years in business, I started using a recruiter for management positions. Previously, I would get referrals or use LinkedIn. They have been able to provide candidates that not only have managerial experience but managerial experience in this specific industry. That has been very helpful.
– Patricia Claybrook, President & CEO, Jidan Cleaning
Stress Opportunities to Advance
There is no work-from-home privilege when you are servicing guests, so we don’t have that option. Meanwhile, the concept of working nights and weekends has somewhat went the way of the dinosaur because people are realizing that life is short, so that is a challenge for the hospitality industry. As a result, we expanded our recruitment department. We had to put on our brainstorming hats and come up with new recruitment initiatives. Apart from being on the typical websites, we started a multi-prong marketing campaign with digital, social media, radio, print and outdoor ads. Also the proposition we utilize is, ‘When you join Crystal Springs Resort, you are not just gaining a job, you are getting a shot at a career in hospitality.’ And working at a resort has perks - you get free golf, discount dining, discount spa and admission to events. Challenging times call for innovative measures.
– Michelle Abate, Marketing Director, Crystal Springs Resort
Competitive Salaries and Flexible Schedules are Attractive, but Think Long-Term Too
The question is: What are we doing short-term and what are we doing long-term? Short-term could involve increasing salaries to attract talent and offering the flexibility of working remote when appropriate. For the long-term, we are working with local universities and I’m helping develop curricula, internships and externships that will lead to employees with the skill set that CGI needs. When it comes to recruiting, there is also the personal touch. I tell my recruiters they are selling CGI.
– Mike Reagan, Senior Vice President, CGI
Four Questions to Ask a Job Candidate During a Virtual Interview
With the spike in work-from-home opportunities, there has been an increase in virtual interviewing. Here are a few virtual interview questions to ask candidates: Describe your remote work set up and what do you need to be successful? If you have never worked remotely before, why now? Do you work with other departments and, if so, how do you communicate with them? How do you “turn off” work when you work from home? And here’s a tip: On a virtual interview, it’s hard for a candidate to get a real feel for your company’s culture. Be sure that you address culture and core values with candidates. Company culture is critical today.
– Nick Malefyt, President, Master Search Solutions
A Positive and Professional Work Culture Goes a Long Way
We use a variety of recruitment sources including local college fairs, LinkedIn, professional networks, and unemployment workshops to generate a diverse candidate pool. We look for candidates that (exhibit) professionalism, a client-first approach, teamwork and a desire to compete. We offer a flexible, hybrid workplace, a culture where we work hard and have fun and a comprehensive benefits package. All this helps us retain top talent.
– Cecelia Lardieri, Senior Vice President, Director of Human Resources, Peapack-Gladstone Bank
Cast a Wide Net
COVID-19 has been challenging for health care in every way. Interestingly, the same risk factors and expectations that turned some health care workers away from the industry have inspired others, and elevated them to the next level of commitment. To find those job candidates that are committed, we rely on technology to cast a wide net. That includes posting open jobs on our internal applicant tracking system and on outside jobs bulletin boards, as well as through e-mails, e-blasts and text messages. The objective is to identify dedicated candidates who genuinely want to care for the sick and are willing to leave the comfort of home to do it.
– Glenn E. Nacion, Vice President & Chief Human Resources Officer, Trinitas Regional Medical Center I RWJBarnabasHealth
