Hiring Tips

The Post-Pandemic Labor Force

Posted on July 9, 2021 by admin

Living through a pandemic left us with a lot of unknowns for the future. And though none of us really thought things would get back to “normal,” we have all anticipated the day that we could begin moving forward again. As vaccines roll out and mask mandates cease, it’s easy to speculate how things will look going forward, especially within the labor force.

Unemployment Rates

In April 2020, just one month after the initial lockdown order was issued, Texas unemployment rates reached an all time high of 12.9%. Fortunately, as of May 2021, the unemployment rate was reported at 6.5%. It’s safe to say that things are improving, with rates dropping by nearly half in just over a year’s time. Sadly, even with the decreasing unemployment rate, companies are still struggling to find suitable candidates to hire.

We covered a number of reasons for these struggles in our article: “Why is Hiring Hard Right Now?”. One of the biggest hurdles employers are facing is the role that government assistance programs have played. With the federal order increasing unemployment benefits by $300 a week, people have procrastinated their return to work. This has also allowed people the time to reevaluate what is important to them. This will take place even more as companies continue to return to the office.

As many have embraced the remote environments they’ve gotten used to, we’ve also seen a major increase in resignations. This has given employers the opportunity to look at their current structure while creating new ideas to help redevelop their teams. Although federal benefits are not set to expire until September 2021, Texas has opted out of all related programs effective June 26, 2021. The purpose of this decision is to help encourage employees to return to the workforce.

The Push to Have Employees to Return 

The labor shortage has been an ongoing issue during Texas’s phased reopenings. Fortunately, economists do believe this is temporary. As more vaccines roll out and the government aid expires, an increase in the workforce is predicted. Governor Abbot’s decision to terminate these benefits early for Texas has many businesses looking forward to the prospect of rebuilding their teams in the coming months. 

Studies are showing that the number of unemployed is currently almost identical to the number of job openings. It should also be known that many employers are now offering higher salaries to increase their appeal to potential employees. Currently, it has been reported that nearly 45% of job openings pay over $15.50 an hour. Additionally, only 2% are being listed at minimum wage. Though the higher pay may be pushing up inflation and causing a slowdown in America’s recovery, this too is predicted to balance out over time.

A Post-Pandemic Labor Force

It has been a long road to get where we are now, and we still have a ways to go to see where the economy will be. Employers across the state look forward to the anticipated labor force increase that should come with the expiration of the benefits. Unfortunately, it is still too early to fully predict what the labor force will truly look like post-pandemic. The good news is that Texas is making the first move in regards to achieving normalcy. Though there are push backs from those who may not be ready, many believe it is time to encourage people to return to work. 

Hire Priority understands the struggles that this pandemic has brought, and we are here to help as we transition to better days. With our top screening and training programs, we can help your company find the right fit for your new normal. Contact us today to see how we can help!

Posted in Career Advice, Hiring Tips, Management Advice, Uncategorized | Tagged , |

Why is Hiring Hard Right Now?

Posted on June 3, 2021 by admin

Prior to the pandemic, the U.S. was in an employment boom recording unemployment rates of 3.5% in February 2020. However, due to COVID-19, by April the unemployment rate was recorded at 14.7%, just three short months later. This proved to be the highest unemployment rate since the recession in 1948. Now, over a year later, employers are facing a new set of issues: finding interested candidates.

Earlier this year, job listings increased by roughly 8% but hiring only increased by 4%. Many employers are asking themselves, why? After everything that has happened over the last year, wouldn’t people be eager to get back to work? Unfortunately, the answer may not be what employers are hoping for. 

People Aren’t Ready To Return 

The newest struggle studies have found is that many people simply aren’t ready to return to the workforce. With unemployment being so high, it was no surprise that the government had to take action. Stimulus payments were released and benefits packages were increased. Many people found that despite the accompanying pay cuts, they could easily get by on government assistance alone. Taking this route offered many the flexibility to take their time returning to work. Additionally, a lot of people have admitted that they are unsure if they will return to the same industry. 

Because of this, employers are facing unique challenges they haven’t encountered before. This creates the need to come up with new hiring solutions for finding their next great employee. 

Hiring Solutions

With the changes brought about by the pandemic, hiring strategies have been evolving. Here are some tips for helping you find your next hire.

  1. Be Flexible in Your Standards

We understand that hiring is a process. You take value in the community you have created, and it’s easy to see the type of employee who would be the right fit. But, people are beginning to branch out and search for new career paths. Maybe your candidates don’t possess the experience you’re looking for, but finding employees who are willing to learn will go a long way. Investing your time in teaching an employee who is eager to learn will be respected and valued in a way that you wouldn’t see with your “ideal candidate.”

  1. Creative Hiring Networks

In this digital era, the “usual” job searching platforms may not be enough. Don’t be afraid to search for alternative sources, as there are many out there. Consider offering referral programs for residents, post in Facebook groups, or scout LinkedIn. And, of course, utilizing services offered by employment agencies may also be a great solution for finding the right match!

When posting a job, remember to highlight your company’s benefits and unique traits. Showing that you’re a company that cares will help you stand out and encourage people to return to work. 

  1. Evaluate Your Offer Packages

The multifamily industry is seeing a lot of issues when hiring for entry-level positions. More and more, today’s youth have been straying from trade industries, taking positions that require less training instead. An entry-level maintenance position pays an average of $14.00 per hour in the greater Austin area. On the flip side, McDonald’s has increased their pay to a national average of $11.00-$13.00 per hour with potential growth opportunities to follow. 

With the pressure that society has placed on earning a degree, many are choosing to work easier jobs while they focus on school. Society has also downplayed the opportunities available by working a solid trade-based business. Showing the value that your company holds for these positions can help take your team to the next level. 

Conclusion

Hiring in today’s world is tough, but it can be accomplished. Take a hard look at your offerings, as well as any changes your company can implement. People are looking for security, so make sure to show them how working with you will give them exactly that. The good news is, experts predict that a hiring increase will return over the next year or so. Remain patient and diligent in your efforts and it will pay off in the long run. 

Hire Priority can assist you in your efforts, connecting you with professionals who are looking for work. All of our potential candidates are pre-screened in order to connect them with the right fit. Contact us today to see how we can help with your hiring needs.

Posted in Hiring Tips, Management Advice | Tagged , , , |

Creative Ideas for your Employee Referral Program

Posted on June 3, 2021 by admin

Lately, we have discussed a lot of the difficulties of hiring in today’s world. Creating a referral program may be exactly what your business has been missing. Referrals are one of the most effective and cost-efficient methods for finding valuable employees. Compared to skimming resumes, it will give you a much more personal inside scoop to a potential hire. This technique also offers the multifamily industry an advantage that no others have to offer: residents.

Creative Perks 

It’s easy to offer straight-up cash for your existing team members. But, establishing a more creative employment referral program just might be the key to finding your next great employee. Not only can you request referrals from your employees, but from within your community as well. Here are some of our favorite creative perks to revamp your hiring process!

  1. Quarterly Drawings

Turning your referral program into a game is a great way to boost employee and community involvement. Quarterly drawings or raffles are fun and will entice residents and employees to be on the lookout. You may even attract multiple great referrals from a single source. You’ll never know the connections people can offer unless you ask.

Offering entries for each referral offered or extra tickets for those who make it to the interview process is a great form of encouragement. Your prizes can be things such as concert tickets or gift cards, and even Fitbits or tablets. This is a fun and creative way to attract interest while still having control over your budget. 

  1. Experiences

While financial perks are a more “practical” option, many people would prefer the chance of an experience. It forces them to get out, interact and create memories they otherwise may not have considered. Getting creative with the experiences you offer may also entice people to offer multiple referrals. Feel free to tier what is being offered. For example:

  • 1 Referral = 2 Movie Passes or Dining Gift Card
  • 5 Referrals = A Massage/Spa or Gym Gear
  • 10 Referrals = Concert Tickets
  • 20 Referrals = Theme Park Tickets or Tickets to a Unique Experience 
  1. Charitable Donation

You may be surprised at how many people prefer this option to receiving cash. It allows them to show support for a passionate cause and make an actual difference. It can also be a way to show support to a cause that your community finds a passion for as well. And, as a bonus, charitable donations are a great tax deduction for any business.

  1. Extra Vacation Time

We understand that this option is more specifically for your employees, but felt it was important to mention it. Employees tend to appreciate extra paid time off more than most perks an employer can offer. This is a surefire way to persuade your staff to be searching for the right fit to join the team. It will also add a perk when selling your company to their referrals. 

Conclusion

Having fun with your employee referral programs will allow your teams and community to enjoy it as well. Though we have offered a few ideas, get creative. The options are truly endless. Create a program that’s unique to your property or company, and don’t be afraid to try new ideas. There are several ways you can structure these programs and even more ways to help attract participation. Be bold in getting the word out and make sure to expand your marketing throughout your properties for even more involvement. This could be the missing piece to finding your next great hire!

Hire Priority understands that finding qualified applicants can be a challenge. We are here to help. We can assist you in all your hiring needs, and also offer tips and suggestions to help you build lasting teams. Have you found a potential new hire? Check out out our payroll services!

Posted in Hiring Tips, Management Advice | Tagged , , |

Tips for Hiring Your Ideal Apartment Maintenance Team

Posted on March 5, 2021 by admin

Finding and sustaining a good maintenance team is one of the greatest challenges in the multifamily industry today. Between the increased need for this service among home developments and the decreased desire among younger generations to pursue this trade, finding dependable long-term maintenance staff can be frustrating. Here are some tips to help you navigate the journey of finding your ideal apartment maintenance team.

1.         Determine Exactly What You Are Looking For

This element of the hiring process is one of the most important steps in hiring the right maintenance team. Taking the time to sit down and evaluate exactly how much assistance you need, along with getting a clear picture of what primary tasks they will be covering is key. What are the biggest issues you face with your building(s)? Is there any knowledge you would prefer your candidates already possess, or will a desire to learn be sufficient? Go through the history of issues you have encountered in the past; was there anything you wish your maintenance staff had known that would have made things go more smoothly? From asking yourself questions like these, you’ll be able to determine the knowledge and availability your ideal candidate would possess, and you’ll be better able to determine what salary you are willing to pay for this position.

2.         Write a Descriptive Job Post

When posting a new job, do not be afraid to include exactly what you’re looking for. Be specific about which skills are mandatory, and which skills are simply preferred. Even if you are willing to offer some on-the-job training, making sure to honestly state your expectations will help you fine tune a better caliber of candidates who are willing and able to put in the hard work.

3.         Pre-Screen Before An In-Person Interview

During the hiring process, thoroughly reviewing each of your applications should always be the first step. Create your short list based on the cover letters and resumes received, and from there you will proceed with your phone interviews. Conducting phone interviews is an excellent way to identify any obvious red flags, and get a good feel for whether the candidate would be a good fit for your team. It will also help by greatly reducing the time needed for conducting in-person interviews. The candidates you pre-screen should be the ones that hold your peak interest only. Here are some sample questions to help you in narrowing down your candidate list:

  • What hours are you available each day? Are there any days or times during the week you know you cannot work?
  • What experience do you have working in multifamily maintenance?
  • Which tasks do you tend to enjoy the most?
  • Do you have any experience in keeping track of maintenance records? How did you go about this?
  • What are your salary expectations?
  • Do you know anything about our community or company?

4.         In-Person Interview

At this point, you will have narrowed your choices down to a much more refined list of potential maintenance candidates. Be sure to make notes of everything that happens during this phase in the hiring process: Was the candidate late? How did they present themselves? Do they have clear and concise communication skills? Are they friendly? Are they fidgety? Meeting them in person will give you some quick insights on how they might interact with residents. Here are some sample questions for the in-person interview portion of the hiring process:

  • Describe a previous issue you encountered while performing work in an apartment maintenance or similar position. How did you resolve it?
  • You realize a mistake was made early on in a project you’re working on, and it will put you behind your deadline. What do you do?
  • How do you typically deal with conflict? Do you have an example of this?
  • What is the most important quality a supervisor should possess?
  • How would you rate your customer service skills?

5.         Send the Job Offer and Begin Probationary Period

Congratulations! You have finally found the ideal candidate to join your team. When sending your job offer, make sure to include a full job description, a salary outline, and a full narrative of company values and standards. You will always want to make sure you are clear about employment including a probationary period, because sometimes it just doesn’t end up working out (we’ve all been there). Remember to be specific regarding the time frame and expectations during the probationary period so there’s no confusion going forward. While we understand that finding the right maintenance fit for your community can be tricky, know that it’s not impossible. Being prepared with the right process and questions, and by following the proper steps, you can ensure you are creating a  maintenance team that is both efficient and dependable. At Hire Priority, we specialize in multifamily staffing services. We can help by providing you with insight regarding your processes, and assist you in accessing pre-screened maintenance professionals in the Central Texas area. Please don’t hesitate to contact us to see how we can assist with all of your hiring needs.

CONTACT US

Posted in Career Blog Categories, Hiring Tips, Management Advice | Tagged , , , |

How to Attract and Retain Top Talent

Posted on January 19, 2020 by James G. Lenhardt, CPC, CTS

wide

Sometimes, attracting the best talent and keeping them with your company can seem like a big mystery. The two go hand-in-hand and there are certain tricks of the trade that can ensure your hiring success. Below are this year’s hottest trends in talent acquisition and retention.

Corporate Branding

Gone are the days when a salary and benefits package were enough to have the the industry’s top professionals clamoring to get hired by your company. In this modern age where Millennials (people who reached adulthood about 16 years ago) are comprising the largest demographic in the workplace, companies now have to develop a strong culture that is publicly known. Corporations such as Google, Zappos, and Southwest have paved the way by developing awe-inspiring corporate culture that have top-level professionals begging to work for them. The corporate culture is also the biggest factor in whether a employee will stay with the company long-term.

Embark on a “Hiring” Public Relations Campaign

Talent acquisition done well is a strong branding tool. Think of your hiring need as a chance to create a “hiring campaign” that will not only serve the purpose of attaining your next company superstar, but also gain exposure to the community you are hiring in. This is a great opportunity for a coinciding public relations campaign to make sure you are reaching as many potential candidates as possible and representing your company in its best light.

Work With an Industry Expert

Just because you are a private entity doesn’t mean you have to go through your hiring needs all alone. Partner with the leading industry-related online communities or regional experts. For example, if you are in the apartment industry you can partner with your local apartment association or even the National Apartment Association if you are hiring for a top level position that includes relocation allowances.

You can also team up with an industry-specific staffing company. It’s their job to find the best talent, all you have to worry about is keeping them, which you will easily do with the right working environment.

Get Your Current Employees Involved

Including your current top-level employees from all departments in the hiring process can be a huge benefit for you and the potential new hire. This does not necessarily mean putting potential candidates in front of unqualified interviewers, which could seriously backfire.

This means meeting with your staff along the way and gleaming from them the personality traits and real-world skills that the new hire needs to have to be successful in your company culture. Allow employees to submit potential interview questions, put together a small group of department representatives to meet with a potential candidate in the final hiring stages, or help review resumes in the early stages. Take their feedback seriously. Not only will this instill a sense of involvement and importance in your current employees, but they will also feel much more responsible for ensuring the new hire’s success because they were involved in the hiring process.

Using the above tactics combined with a tried and true hiring strategy (well developed job descriptions, candidate profiles, and competitive salary/benefits package) you will be sure to not only find, but keep your ideal employees working hard for you and themselves.

Looking for quality talent?

Posted in Hiring Tips, Management Advice |