Top Talent Leaving? Recruiter-Proven Best Practices to Hire, Nurture, RETAIN, and GROW Top Talent

Lauren Milam

Regional Vice President – West Coast

Hire Up Staffing & Healthcare Services

June 30, 2022

There is no doubt about it, organizations everywhere are feeling the pressures associated with the current candidate job market. This is a vulnerable time for businesses without a plan in place to hire and retain top talent. Are you curious if you are doing all you can to ensure you have your bases covered? Read on for more recruiter-proven best practices that will allow you to place yourself and your organization in the best position possible.

While reviewing this list below, you may want to reflect on your current practices and how they are measuring up. You may find areas where you are on the right track, and others that could use immediate attention. This list is not meant to overwhelm, simply to outline proven practices for stronger recruitment and retention strategies.

Do it right the first time and make the right hire.
1. Ensure the employee you are hiring shares similar values as your company.
2. Consider if this is simply a pit stop for them or if their interest in this position demonstrates a goal-oriented career decision. Is your company offering them a job with which they have a passion and within an industry they are genuinely interested?
Make sure your recruiting resources are in order.
1. Ensure your titles and job descriptions are clear and accurately describe the responsibilities of the position.
2. Review your organization’s online image and consider ways to improve it from the inside out. (See further down the list for ways to improve and celebrate company culture.)
3. Do your homework and stay competitive with your compensation. With the number of job opportunities available, do what you can to ensure you have the right salaries, benefits, bonus packages, etc. to attract the right people to your business.
Check-in with your team. Create both formal and informal ways of checking in with them.
1. Develop a cadence that works for you and stick to it.
2. Create weekly or monthly one on ones. Let them know you see their contributions by providing meaningful and specific feedback. Thank them for their efforts.
3. Hold frequent team meetings as well to celebrate success and share new goals.
Get to know them.
1. Through your discussions, learn what their goals are and help them get there by creating a roadmap for development.
2. These goals can be personal, not just the goals of the business. Personal goals help to drive company goals because as the members of your team find satisfaction in achieving their own goals, they can “show up” with a better sense of purpose and often find a stronger connection to the goals of the business.
3. “Personal purpose and goals, when aligned to a company vision, appear to impact motivation and engagement in different ways. When alignment is felt through the sense of a greater purpose, there is a deep, almost spiritual, commitment to making the world a better place and helping the organization contribute to that.” (Berg, JL)
4. Encourage your teams input and suggestions for improving operational efficiencies and then put some to use, if even on a trial basis.
5. Show you LISTEN and are open to those who are closer to the job guide some of the company’s job-specific process improvements.
Truly LISTEN to your team. Beyond simply stating you have an “Open-Door Policy,” like so many leaders claim, do you create a safe space for your team to ask questions, share ideas, and voice concerns? Without a sense of psychological safety, your team will keep things from you to keep the peace.
1. Create an environment of tolerance and be open to feedback and BE PREPARED to CHANGE. If you listen without ever considering and taking real action to the concerns being shared, your open-door policy is useless and honestly, damaging.
TRUST them. When you hire a team you trust, let them do their jobs. Do not micro-manage or “remind them who is boss.” If you trust your team, trust them to do what you hired them to do.
1. Guide when necessary but do not stifle their growth by spoon-feeding them solutions that are only your ideas. They will have some too. Encourage that and show through your actions that you trust them.
Make it positive. Actively strive to create a consistent and positive work environment.
1. Create a culture where your team wants to come to work every day. A happy team that feels empowered to do their job will always be more productive than one that feels uncertainty, mistrust, or is managed with negativity and inconsistency. Remember: Unclear is unkind.
2. Get your management team on the same page and expect more of them to actively work to improve the culture, too, while you lead by example.
Provide growth and promotion opportunities.
1. Through your one on ones and creating development roadmaps, build opportunities around their individual goals whenever possible. (This could mean being flexible with scheduling to allow for personal needs. It could mean getting the company to sponsor a marathon for which some of your employees are training.)
2. Be creative with the growth opportunities; they can include things like external or internal training, attending industry-specific seminars, representing the company at an industry conference or expo, job shadowing, and participating in special projects, the options are endless.
Value and practice work/life balance. Burnout is a main cause of turnover. Show you value your personal commitments and encourage your team to do the same. Need to leave early on Thursdays for a Hot Yoga Class? Do it. Encourage your team to create opportunities to get what they need so that they can show up to work feeling healthy and at ease knowing they have some freedom to care for both their professional and personal lives.
Find reasons to CELEBRATE! And then do it. Often.
1. Recognize your team for extraordinary efforts. Offer specific praise when you see or hear of someone going above what is expected.
2. These shout-outs can be done in a formal way, such as within a company newsletter or informally in a team meeting, or in a deliberate walk to their office. Know your team and how they prefer to be recognized and cater your actions to those preferences.
3. Find ways to reward and recognize exceptional performance. Create company programs, such as Employee of the Month. Small gestures can mean a lot to the members of your team. They will remember these small gestures, and they will be watching to see if these programs are sustained, or just another flavor of the month.

This list encompasses many important aspects of recruiting and employee engagement. However, as with anything important, it takes effort to remain consistent and see positive longer-term results. If this list seems involved and time-consuming, it certainly can be. A lot goes into cultivating a top-notch team. The good news is you are NOT alone in this… WE CAN HELP!

Our team of professionals have years of experience in recruiting, hiring, training, career planning, and building a positive and healthy team culture. Allow us the opportunity to chat with you to see how we can put our collective years of experience to best support you in creating and maintaining the team of your dreams!

We have offices around the country and the absolute best team ready to help.

Follow the Hire Up Staffing & Healthcare Services Blog to stay connected with a variety of topics aimed to help support you! Whether you are an active job seeker looking for tips and tricks to land your perfect job or an employer looking to fill a challenging position, we are here to help you HIRE UP!

Berg JL. The role of personal purpose and personal goals in symbiotic visions. Front Psychol. 2015; 6:443. Published 2015 Apr 14. doi:10.3389/fpsyg.2015.00443

Lauren Milam, Regional Vice President – West Coast | June 30, 2022

As the Regional Vice President of the West Coast operations, Lauren focuses on the development of each Hire Up team member and office to ensure they have the tools and ability to meet the needs of all the clients and candidates. Lauren’s vast experience in the staffing industry and her passion for people, results, and success is what drives her daily. This experience includes leadership, management, employee development, sales, marketing, recruitment, client retention, and candidate retention. Her goal is to ensure every client and candidate receives excellent service through every aspect of the process. Lauren would love to speak with you so she can help your business reach new heights.

Meet Sloan – Recruiting Manager in Dallas!

Meet Sloan, your Recruiting Manager in the Dallas/Fort Worth Branch! Before starting at Hire Up, Sloan worked in the medical field as a chiropractic assistant, a massage therapist to motor vehicle accident patients, taught K-3rd grade special education, and worked in retail management. One of the work-related accomplishments that she is most proud of is when she landed a direct-hire contract within the first week and a half of its posting! Now, Sloan has a new goal of meeting her monthly quotas for the next six months. Sloan is excited to work at Hire Up Staffing because she knows the company has a great work culture! She enjoys the amount of trust instilled in everyone to work independently on goals while also being a part of a team. While outside of the office, you can find Sloan painting, walking in the park, traveling, listening to audiobooks, and taking photos for Instagram.

Meet Connie – Recruiting Manager in the Dallas Branch!

Meet Connie, our Recruiting Manager in the Dallas/Fort Worth Branch! Before making her way to Hire Up, Connie worked seven years in customer service and three years of management in high-volume offices. Within that time, she was proud of how quickly she was able to move up in the company with determination and clear goals. One of Connie’s goals now is to increase her emotional intelligence.

She is excited to work at Hire Up Staffing because it is a new and great opportunity to meet people and learn new skills to help further her career. When Connie is outside of the office, you can find her shopping and spending time with her family!

Meet Gabriela – Recruiting Manager in Visalia!

Meet Gabriela, your Recruiting Manager in the Visalia branch. Before making her way to Hire Up, Gabriela worked as a Legal Assistant for the disability office with the Social Security Administration and the IRS. She has experience with customer service working as a Front Desk Supervisor, and has banking experience. One work-related accomplishment that Gabriela is proud of was when she was invited to be part of an interview panel to determine the best Spanish-speaking candidate and interview them. The best part is that the candidate she chose was the person hired for the position.

Gabriela is excited to work at Hire Up Staffing because recruiting is a brand new field in her career. She believes Hire Up will teach her how to sell and recruit, which is very important for Gabriela’s future goals. You can find Gabriela enjoying physical activities like hiking, biking, and weight training outside of the office. She likes to cook, sing, and is currently learning to play the piano.

Meet Wende – Our Recruiting Manager in San Diego

Meet Wende, the Business Development Manager in the San Diego branch! Wende has worked hard to build her sales capability in many diverse industries such as medical devices and construction. She has also developed leadership skills and a wildly creative and entrepreneurial mindset. Wende first started her own business at the age of 27, a work-related accomplishment that makes her proud.

Now, Wende is excited to work at Hire Up Staffing because she believes she can make a difference in the quality of people’s lives. You can find Wende playing tennis and doing yoga outside of the office, keeping a running list of the best entertainment/food in her favorite cities, cooking like a gourmet chef, and enjoying time with her family.

Travel RN and Travel Allied Health 101

Leah Perez, VP of Major Accounts

Hire Up Healthcare

What do travel healthcare professionals and healthcare facilities need to know?

It is without question that there is a growing need for trained health care workers in hospitals and medical offices around the country. Nurses and other Allied Health professionals are in high demand. The American Medical Association (AMA) defines allied health professionals as those who work in concert with physicians; allied health professions include roles like optometrists, nurse anesthetists, and nurse midwives, to name a few. The Association of Schools Advancing Health Professions (ASAH) estimates that 60% of the US Healthcare workforce is classified as Allied Health Professionals.

What are the benefits for traveling healthcare professionals?

Financial: Travel healthcare professions in high demand often are paying top dollar. When there is a higher need, higher pay typically follows. In addition to a higher hourly rate, travel healthcare professionals can often expect other rewards like sign-on bonuses, travel reimbursement, and stipends for housing, food, and/or other job-related expenses. Added benefits not related to an hourly rate are tax-free and definite things to consider when weighing the pros and cons of your career choices.
Travel: If you are a healthcare professional who enjoys seeing new places and experiencing new things, being a travel provider is an obvious choice. There are opportunities everywhere!
Flexibility: As a travel healthcare provider, you may find yourself more flexible than your peers working for a local hospital. Travel providers can fit personal time in between contract assignments, allowing for as much time off as they choose.
Networking Opportunities: Whether on a short-term or longer-term travel assignment, allied health professionals can form important work-related, as well as personal, connections wherever they travel.
Resume Building: In addition to the networking available, another benefit includes your ability to be selective in your work. You may wish to target key locations around the country that specialize in fields of interest to you, some of which may not be found in your area. New opportunities can allow for additional training and professional development to add to your resume.

It makes sense that hospitals and medical offices need to regularly hire, but why do hospitals make the choice to hire travel nurses and allied health professionals?

Historically, organizations have used travelers to fill temporary vacancies due to a variety of leaves, shortages, or strikes. Some organizations seek traveling professions to ease the burden of filling critical roles that require specific skills and experience.

Geography and the weather are contributing factors for increased staffing needs during flu season. Even before the Covid-19 pandemic, hospitals faced a nursing shortage. During the pandemic, the need for travel nurses surged and the need remains.

The costs associated with hiring travel professionals have been typically seen as a bigger expense for hospitals than hiring on their own. However, with rising employment costs and the increasing cost of living seen over the last few years, the use of travel professionals may be less expensive overall. Hiring travelers rather than permanent employees eliminates costs such as paid time off, benefits, and retirement. Other costs that hospitals need to consider as savings are the reduction in recruiting efforts, training, overtime, and payroll costs.

Why are travelers essential to healthcare?

Travel staff gained popularity in recent years in response to the long-standing, nationwide staffing shortage. A large contributing factor to the RN shortage was a mandatory nurse-to-patient ratio. A study from the National Institute of Nursing Research showed a connection between mandatory staff ratios and lower patient mortality. As more states adopt mandatory ratios, many facilities look to travel agencies to meet the increased staffing demands.
In the last few years, it has become more critical for hospitals to have a solid plan in place due to the spikes in the number of patients and increased patient needs.

How do hospitals find their travel healthcare workers?

Hospitals set up partnerships with staffing agencies that specialize in healthcare staffing, specifically travel RN and Allied Health. It is more important than ever for hospitals to have a trusted staffing partner to assist in filling vacancies.
At Hire Up Healthcare, we are one of those trusted staffing partners for a wide variety of respected healthcare clients.

If you are interested in learning more about becoming a travel healthcare worker, we can help. We have hundreds of opportunities within medical facilities around the country. Take your first step to see if this type of work is right for you. Contact a member of our team today by calling us at 559-931-9011.

Interested in speaking to Hire Up Staffing and Healthcare about setting up a staffing partnership to ease the staffing holes within your facilities? Click here https://calendly.com/leah-12 to connect with our Vice President of Major Accounts to discuss further.

Currently, Hire Up Healthcare has over 900 travel, per diem, and permanent RN and Allied Health opportunities. Interested in working with us? Click here https://calendly.com/major-accounts-travel to connect to our healthcare team to discuss contracts that are currently available.

Are you a travel healthcare recruiter that is looking for an opportunity? Click here https://calendly.com/bsampson-4 to connect with our Division Director to discuss internal opportunities.

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Allied Health Professionals | American Medical Association (ama-assn.org)

What is Allied Health? — ASAHP Impact of Mandatory Nursing Staffing Levels on Patient Outcomes | National Institute of Nursing Research (nih.gov)

Leah Perez, VP of Major Accounts

As the Vice President of Major Accounts, Leah focuses on the national level clients. Leah has over 16 years of recruiting experience in various industries from medical/clinical to administrative/accounting, all of which has launched her to being one of the most well-respected staffing leaders in California. Clients and candidates would describe her as urgent, ethical, and most importantly she takes the time to understand her clients needs so she can properly assist them. Leah would love to speak with you so she can help your business reach new heights.

Meet Lydia – Clinical Travel Recruiter in Major Accounts!

Meet Lydia, our Clinical Travel Recruiter in the Major Accounts branch! Before starting at Hire Up Staffing, Lydia worked as a Recruiter at a different agency. She knows the ins and outs of the recruiting world! A work-related accomplishment that she is proud of was moving up in two different departments in a previous company. Now, Lydia’s professional goal is to be part of a great team.

Lydia is excited to work at Hire Up Staffing because she wants to be part of a successful company and give her best back to it. The people at the company are motivated individuals who all strive as a team to accomplish goals. When Lydia is outside of the office, you can find her with family and friends, traveling, shopping, and going to the beach!

Hire Up’s Very Own Founder & CEO, Rebecca Kirkman, Featured on Podcast Series

Rebecca Kirkman

President

Hire Up Staffing & Healthcare

May 4, 2022

Working for Hire Up offers endless reasons to be both proud and grateful! Here are just a few of our favorite boasting points:

A fun and active work environment with a team that works hard to support each other and our clients alike
A company culture focused on providing an unsurpassed service experience while creating and maintaining valuable relationships
Leaders show flexibility and care for the needs of others through a generous heart and kind spirit
Hire Up has been recognized by The Business Journal as the #1 Woman-Owned Business in California’s Central Valley

Our very own founder and CEO, Rebecca Kirkman participated in a two-part podcast series, hosted by Extremely Valid Points, a California-based production. In this conversation, Rebecca shared personal insights, and tips for job seekers, employers, and business owners. To listen and/or view the recordings in their entirety, please visit:

Extremely Valid Points Podcast | Episode 23

Extremely Valid Points Podcast | Episode 24

For a summary of our favorite parts in the series, read along for more…

Rebecca’s Background:

Rebecca Kirkman found her way into staffing by way of a position in accounting for a credit bureau. While there, she remained open to opportunities within the organization as they presented themselves. The company needed a supervisor, she stepped up. The company needed a salesperson, she stepped up. Then one day a recruiter contacted her about an open position they had for a client. While speaking with the recruiter, Rebecca discovered that this opportunity was not the right fit for her and politely declined. However, during this conversation, the recruiter decided Rebecca was someone she needed to meet. The recruiter hired Rebecca upon their first meeting, and she became one of their top representatives year after year until she decided to branch out and start her very own staffing agency.

Hire Up has been in business now for 12 years with offices and representation in various states around the country. This organization focuses on serving mid to large-scale companies and this team serves as experts in the people business. Rebecca shared, “It takes human intuition, which is something a computer cannot do. I think that is what our customers value (most) from us. We can get to know people and bring those connections to the market.”

Common Core Values and Personal Attributes:

When it comes to hiring and finding the right fit, Rebecca shares what has worked best for her. Early on with Hire Up, she identified her top ten core values and incorporated them into the foundational framework of her organization. These values have been instrumental in creating and maintaining a positive and dynamic company culture. The values are so important, Hire Up leaders have built interview questions centered around them, geared to identify similar values and characteristics in candidates interested in working for their team. Rebecca finds importance in hiring like-minded and goal-oriented professionals because if the candidate has their own personal goals and internal motivation to achieve them, that same drive can translate over to assisting with meeting the goals of the organization.

Another core value of Hire Up is a giving heart. Candidates who can share their experience in volunteer work or their otherwise demonstrate an awareness to those in need around them, check important boxes for Rebecca. She shared, “Looking for attributes that show they care about others is how I figure out how to pick members of my team.” A baseline knowledge and understanding of the importance of goals and showing a genuine care for others are two principal factors in identifying a successful candidate that will be able to help support and drive the mission of Hire Up.

Tips for Job Seekers:

Rebecca shared her top three tips for job seekers.

Research: Know about the company. Use your resources, online or otherwise, and learn all that you can about the business, its history, its vision.

Learn about the person who is most likely to interview you. Check the company out on LinkedIn and see if you can identify who you may meet. Understand their background, identify questions you may want to ask them during your interview.

Get Comfortable: Nerves can happen before an interview but find confidence in yourself. You know yourself best and you serve as the expert for the jobs you have had. Prepare yourself and go in with confidence. Rebecca recommends not overdoing it on coffee beforehand and listening to music on your way in, it can help calm you.

Be Respectful and Treat Others as a Friend: Many companies will ask the receptionist about your behavior while waiting. Were you kind, impatient, rude to them or others? Be calm. Be yourself. Be kind.

What Candidates Want from Employers:

“Anyone can offer good benefits anyone can pay a dollar more…but what makes it different is something they (your employees) can brag about.”- Rebecca Kirkman

Employers looking to attract talent to their business should think beyond the basics of compensation. These days, employees can be selective when it comes to which job they want to take. This candidate market makes things a little more challenging for businesses. The best way to market YOUR organization to be an employer of choice is to ensure your company culture is something worth celebrating and then do just that- celebrate it!

Rebecca shared a few examples of how Hire Up makes the most of a new employee’s first 90 days. She explained that while every day can seem like a party in their offices, Hire Up leadership makes an intentional effort to ensure an employee’s first 90 days feel that way. Rebecca explained, “Their first 90 days is like a party! We throw them a welcome box with tee shirts and mugs and fun stuff…” This helps to welcome them and keeps new members of the team excited and engaged.

Small gestures can mean the most and help others to feel welcomed, included, and valued. Hire Up also is sure to share their fun on social media. Sharing pictures of their fun work environment not only helps their current team to feel connected, but it also serves as a beacon for potential employees too.

Tips for Business Owners:

Rebecca shared two tips for business owners to ensure their business is in a positive position for growth.

Live within Your Means. Be ready to reinvest in your business. “It can be easy to raise your personal bills to match your level of income, however, that is a formula for a 5-year fallout,” Rebecca warns. Be practical and be prepared to take less than you are giving the business. It is important for business growth. Try to run your business debt-free.
Invest in Your Staff. Rebecca shares that your team is your #1 marketer and therefore should be your highest line item on your profit and loss statement. Make sure your team feels valued and they will return in kind with a passion for your business.

Challenges of a Pandemic: Power of a Fast Pivot and Rally:

Covid created havoc in the workplace and Rebecca shared more about that with the hosts of Extremely Valid Points podcast. She explained that “in a matter of 5 days, 60% of the people working for us lost their jobs,” due to many industries shutting down and sheltering in place. She shared that no one knew what was going to happen next and that thought was extremely stressful for her. “I have always prided myself on being someone who rallies,” Rebecca explained. She allowed herself a pity party and within 24 hours was rallying, collaborating with her team on how to best position themselves for what might happen next.

She remembers asking, “Where is the need?” She and her team identified two key groups.

A large majority of the workforce was home on their phones
The Healthcare industry was in desperate need of support

Using these two groups as their guide, Rebecca’s team started creating and pumping out online content. They uploaded stories, created social media posts, and made sure that Hire Up was front and center to those at home and on their phones. This was a valuable strategy, allowing those not working to see them as a resource for finding work now and or in the future.

It was during this time of worldwide uncertainty that Rebecca’s team landed their largest employer, a healthcare organization. Rebecca and her team worked round the clock to help keep this client staffed. She said, “One of the hardest struggles in business ended up being one of the best things to happen for our business. It has been a struggle, but we knew we needed to pivot and think our way through it. Some people get defeated, and that alone can create more obstacles than the world does.”

Hire Up is led by a passionate and genuine leader, one who has learned valuable lessons along the way and has made people and relationships the center of her work. As a business leader, she is conscientious about doing the right thing for her clients. She sees the role of her company as an advocate for both the job seeker and the organization looking for candidates. This delicate balance can be a challenge, however, by putting people first, Rebecca Kirkman has made a name for herself and for the organization with which she leads.

If you are looking for a new opportunity, are a leader or business owner looking for support from the experts in staffing, the team at Hire Up is ready to serve. Call them today to find out how they can help. Hire Up has teams around the country waiting to support you and your specific needs.

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“Attracting the Right Employees for Your Business with Rebecca Kirkman.” Extremely Valid Points Podcast, https://extremelyvalidpoints.com/episode-23/.

Rebecca Kirkman, President | May 4, 2022

Rebecca Kirkman is the President and Founder of Hire Up Staffing & Healthcare Services. Rebecca’s mission is as simple today as it was when she started Hire Up over 10 years ago: Connecting great Employers with great Employees. Hire Up leads job seekers to their dream careers and employers to their dream team. The true belief in the human connection and that people hire people is a passion for every Hire Up employee. Rebecca was proudly named the #1 Woman-Owned Business by The Business Journal.

Inflation in the New Year: Higher Expenses and Payroll Costs

Rebecca Kirkman

President

Hire Up Staffing & Healthcare

4/18/2022

In this new year, it is hard to overlook the changes we are experiencing when it comes to inflation and the growing costs of everyday items. In recent months, states across the country have experienced higher gas prices, increased costs of electricity, and more raw materials needed for a wide variety of industries. Have you noticed such changes?

In addition to the recent increases related to inflation, there have been a host of changes organizations have experienced within the last two years in response to health and safety concerns during the pandemic. Leaders have had to try to stay on top of all required adjustments. The needs have been varied and ever-changing.

Yet another change this year involves higher payroll costs with an increase to the minimum wage for a number of states around the country. As a business partner to countless organizations around the nation, we work diligently to ensure our clients remain up to date with the new laws and ordinances impacting their municipalities. Did your state have an increase?

January 1, 2022, jumpstarted an increase in minimum wage for select states. To review a list of wages by state, visit State Minimum Wage Laws | U.S. Department of Labor (dol.gov). For examples of the minimum wage rate changes impacting clients with which we partner, see below:

Arizona: Minimum wage increased to $12.80
California: Organizations with twenty-six or more employees, the minimum wage rate increased to $15 per hour; organizations with up to twenty-five employees, the minimum wage increased to $14 per hour
Colorado: Minimum wage increased to $12.56
Illinois: Minimum wage increased to $12
Washington: Minimum wage increased to $14.49

The Federal minimum wage has been unchanged since 2009, and within the impacted states seeing an increase for our country’s lowest-paid front-line workers, jobseekers have an additional edge in a job market where candidates already hold the power. What does this mean for employers?

In a Candidate Market, jobseekers have different expectations than before. How can you compete to show your organization has a leg up on the others? Here are some ideas to consider:

Identify How Your Organization is Different and Celebrate It! With wages being higher, yet equal for entry-level positions, employers may find substantial benefits in identifying and celebrating what makes their organization stand out as one that cares about their team. Highlight what makes your organization different than simply one more company offering a higher mandated wage. Do you offer flexible hours? Mentoring programs? Fast Track Management Training? Paid Lunches? Brag about them! They matter. A strong company culture is something to tout in recruiting efforts whenever possible.
Share Recent Recruitment Stories: Have your latest recruits share their stories within internal and external platforms. By having them share their stories, they are helping to promote your employee experience and brand. In a world where people are checking reviews before buying anything online, it makes sense to use this same mentality in such a competitive market.
Consider Adding New Benefits and Perks to Match the Needs of Today: Additional benefits to think about include things like: Employee Wellness and More Mental Health Options, Employee and Family Discounts, Choices in Work Location, More Time Off, Pet Insurance, Dog Days, Financial Planning Assistance, Legal Assistance, Employee Focus Groups, Free Work and Home-Related Books and Resources.
Do Not Forget About Your Current Workforce. Create excitement in the workplace every day! Create a robust yet COVID-responsible Employee Engagement calendar. Get creative with planning ways for your teams to play together, not just work. Take candid shots, and share the fun on your social platforms and within your internal communications, too.

Conduct a wage review for all positions. Raising the wage for entry-level positions can create a bit of an imbalance, known as compression, within other areas of your organizational pay structure. Consider a review of hourly workers already above the new minimum, as well as reviewing beyond hourly and into the salaries held within your organization and the work associated.

In a recent online SHRM article written about Wage Compression, Stephen Miller, Online Manager/Editor, Compensation & Benefits suggests addressing a pay adjustment in a multi-step process: Conduct a review of the employees potentially impacted, create a plan with options for how to best correct the wage compression (pay adjustments all at once or staggered), discuss with leadership, agree to a plan, and communicate the plan with your team.

In addition to an increase in labor costs, a new Federal Minimum Wage for front-line workers means an additional opportunity for you as an employer to identify and celebrate the ways in which YOUR company stands out above the rest. Getting the word out about these differences is key for maintaining an edge with your ability to recruit within a competitive job market.

Does your 2022 Recruiting Plan include any of the ideas shared above? Not sure where to start? Call us! We can help and will assist you with uncovering what makes your organization different and how that difference can mean recruiting stronger candidates in the new year.

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There is no doubt that 2021 brought forth opportunities with which to leverage new and emerging employment trends. Follow the Hire Up Staffing & Healthcare Services Blog to stay connected with a variety of topics aimed to help support you! Whether you are an active job seeker looking for tips and tricks to land your perfect job or an employer looking to fill a challenging position, we are here to help you HIRE UP!

State Minimum Wage Laws | U.S. Department of Labor (dol.gov)

As Minimum Wages Rise, Prepare for Pay Compression Issues (shrm.org)Job Candidates’ Expectations Have Changed. How Are Employers Responding? (shrm.org)

Rebecca Kirkman, President | April 18, 2022

Meet Mauricio – Recruiting Coordinator in the Dallas/Fort Worth Office!

Meet Mauricio, our Recruiting Manager in the Dallas/Fort Worth branch! Mauricio has a few different work areas under his belt. He has previous staffing experience with General Construction knowledge and previous Law enforcement experience. Now working at Hire Up Staffing, Mauricio’s professional goal is to generate business and build long-lasting relationships with clients and current and future prospects.

He is excited to work at Hire Up Staffing because there is an opportunity to bring his skill set to the team and help generate as much business as possible in the Dallas-Fort Worth market. Outside of the office, you can find Mauricio working out, hunting, playing guitar, and being a dad.