Frederick County has over 9,000 businesses, with 98% of them employing 100 or fewer employees. The buzzing economy means that many businesses are hiring at a rapid pace. In fact, The U.S. Bureau of Labor Statistics reported 225,000 U.S. jobs were added during the month of January.
This is great news, except for the fact that hiring does not pair well with a national unemployment rate of 3.5%. How about 2.7%, then? That is the current unemployment for Frederick County. Low unemployment truly is a great thing, as it means that people are working; however, it does make hiring qualified talent quite the task when your company is part of that 98%.
Let’s say you are a small to medium-sized employer in Frederick County and your business is expanding. You’re a great company with multiple job openings, but you are struggling to compete with larger companies when it comes to attracting qualified candidates.
What can your company do to be more competitive? Below are 6 things you can start doing right now!
Highlight Your Culture
A lot of smaller businesses may not be able to pay beaucoup bucks, but they have an awesome culture and workplace environment. If you’ve got it, flaunt it! Share your story and highlight your culture on social media. Post pictures from company events, employees working, the office pet, short videos about available positions, and everyday life at the office. It is appealing to a job seeker when they can get a feel for a company’s culture – it makes them want to be part of it. Keep in mind, the face of the workforce has changed to mostly Gen-Xers, Millennials, and Gen-Zs. Now that 7 out of 10 people have some form of social media, it is safe to say that they are engaging with companies through every social media channel available. Oftentimes, job seekers will be turned off or will look the other way if your company does not have some kind of positive digital presence.
Question the Status Quo
Are your hiring practices and company policies outdated? It’s probably safe to assume they should be reviewed if you cannot remember the last time they were updated. Much like technology, laws and industry standards are changing at a faster pace than ever. A best practice would be to review your policies at least once a year, if not every six months. Old practices and policies can hold you back when it comes to being competitive as an employer. It is not uncommon to hear, “That’s the way it’s always been done,” or “This approach has worked for many years.” That does not mean you need to throw everything out and start from scratch. It simply means that you should ask yourself if your current practices make sense and if your company policies reflect current laws and regulations. Also, it may not be a bad idea to bring in a consultant to avoid jaded input.
Make It Easy
Job boards are full of positions with robust job descriptions for jobs that are paying minimum wage. Don’t be one of them! An entry-level position should not make the candidate feel like they are applying for the CEO position; especially, not for entry-level pay. Make sure your job description is up-to-date and to the point. Job seekers are quickly turned off by cumbersome job descriptions and complex applications. Go for a “short and sweet – less is more” kind of thing. Not sure where to start or how to revamp your job description? Become a job seeker and see what is out there; that is your competition. How does the old saying go? “If you can’t beat them, join them.” It’s okay to take bits and pieces of job descriptions to make them fit your company’s needs. Frederick County Workforce Services also assists businesses through this process – just saying. 😉
Say You Are Hiring
It is not uncommon to play Where’s Waldo when looking for the career link on a company’s website. This should be one of the first things someone visiting the site sees. Job seekers are trained to visit and apply directly through an employer’s website; that’s hard to do if they cannot find your opportunities. You would be surprised how many companies post their positions on websites like Indeed, but they do not have the posting listed on their own career page. These other job boards could be filtering out candidates without you even knowing it, and the sooner you can distract the candidate away from looking at competitor’s job postings, the better. Also, low unemployment means people are working. Your next employee could be a client, a competitor, or anyone who visits your site. Why not make sure everyone knows you have available opportunities? Think of it like the old hiring sign in your front window. Tip – make sure your openings are current and listed.
Know What You Are Up Against
Remember – 225,000 jobs just became available during the month January alone, and there will be even more job openings in February. Have you been on one of the big-name job boards lately? The options are limitless for a candidate with a decent skillset. Your competition has rapidly grown beyond the companies just in your industry. More and more companies are becoming wise and opening their doors to candidates with transferable skills. It is becoming increasingly common to hear about people transitioning careers. More and more companies are looking beyond a candidate’s skillset for someone who is also a cultural fit. It’s not uncommon to see “we will train” in a job description. Some of the best candidates are already employed and just wanted the chance to transition into a more meaningful role. Be that employer to give them a chance. Usually, when you take a chance on a transitioning candidate, they will give you their all and breathe fresh life into your organization. Turn off the application tracking system, get better at identifying those transferable skills, and interview the person to see if they fit your culture.
Change
It seems cliché, but too many employers are doing things the same way they did five and ten years ago. Ever heard of the definition of insanity? Too often businesses fall back on faulty thinking like, “it’s common for the industry.” What about being a pioneer and trying something new? Changing times and changing workforce calls for changing how you recruit and hire. Look into other industries and other employers who are doing it right. See what things you can implement; there’s a reason they call them best practices. It can be as simple as an updated job description, a change in the job title or how candidates apply. Or it can be an overhaul where you add new software, run ad campaigns, and fit the culture on its head. At the end of the day, you own the outcome.
Bottom line: In today’s job market, employers need to be open-minded and focused on thinking more like a job seeker, especially while unemployment is low. By opening your mind, you will inevitably open your company’s doors to the candidates you are hoping to reach.
Want more information, advice, and trends for your local workforce? For Everything Workforce follow Frederick County Workforce Services on Instagram, Facebook, Twitter, and LinkedIn or visit www.FrederickWorks.com.
Wes Leatherman, MBA | Frederick County Workforce Services
Wes is a Business and Employment Consultant with Frederick County Workforces Services where he supports the workforce needs of local businesses. Frederick County has been home to Wes all his life, and he is very connected to and passionate about the community. An alumni of Mount St. Mary’s, Wes earned his master’s degree in business administration with a minor in project management and bachelor’s degree in business administration. He actively serves on committees for LYNX at Frederick High, Frederick Community College, and TechFrederick. Wes is the past chair of the Chamber’s Generation Connect program. His biggest achievement came in November when Wes became a Father to a little girl.
Frederick Chamber Insights is a news outlet of the Frederick County Chamber of Commerce. For more information about membership, programs and initiatives, please visit our website.