Ask the Experts!
Have a Workforce Question? Ask the Experts.
If you have a workforce-related inquiry, submit your question, and the question and response will be shared in an upcoming edition of the Workforce Wire newsletter.
Question: How do I know if our wages are competitive?
Answer:
Our Business Services Team uses a tool called Lightcast to provide local employers with Labor Market Information. The team gathers and shares wage data and local market trends based on the occupation and industry related to the employer. Contact the team to get data for your position.
Question: How can a company improve the quality of candidates applying to its position(s)?
Answer:
It is one thing to have a lot of unqualified candidates applying, and it is another level of pain if you are getting little to no applications at all. Both issues may be due to the application accessibility and friction. The application process should not divert or hinder the applicant from applying to your position. A few key strategies to reduce friction include:
Consider shortening the length of the job description and application. Make it easier for candidates to align with your position and company. It is not uncommon for good candidates to rule themselves out because they do not feel qualified. Oftentimes, employers’ job descriptions appear as if they are looking for a purple unicorn. Yes, it is nice to land a candidate who can hit the ground running. However, the reality is there is a talent shortage, and the purple unicorns cost top dollar. Employers need to be willing to identify transferable skills, cultural fits, and train the employee.
Post the same position with several variations of the job title. This tactic cast of broader net and may appeal to more aligned candidates. In other words, do not miss out on a candidate because of a misaligned job title.
An interest application is one way to engage with more candidates. This tactic collects their name and contact information. Creating less barriers to engagement is important in a time of talent shortage. The idea is to have a conversation with interested candidates to screen them into the next phase. Yes, this may be timely, but companies who are not getting applications need to become more accessible. It may also be time to turn of the Applicant Track Systems, which are efficient but known to screen out good candidates.
Question: What are the pros and cons of employers using AI to hire?
Answer:
AI has made its way into many facets of our lives, and talent management is no exception. AI is commonly used for recruitment, hiring, and onboarding. There are even some companies that are using AI to fire and promote.
A study done by Zippia indicates roughly 35-45 percent of all companies use AI in their hiring process. 65 percent of recruiters use AI and 99 percent of the Fortune 500 companies use AI for hiring.
What are some pros and cons of using AI in the hiring process?
Pros
Efficiency: Many of us have dabbled with ChatGPT. It is incredible to see how fast the tool gathers information. That same speed and efficiency isaves an abundance of time in the scanning and onboarding process. Therefore, the saved time is saving companies money through hiring cost.
Unbiased: As the importance of DEI increases in the workplaces, AI may eliminate some bias from the hiring process. This results in candidates feeling they have a fair chance regarding their identity or qualifications.
Onboarding and candidate experience: AI chatbots are starting to be used to engage new hires in the onboarding process. The chatbots assist with tedious documentation, and they provide immediate communication and response to new hires. Companies have found the positive interaction is increasing new hire retention.
Cons
Oversight: A job description may have too many qualifications, which creates a long list of requirements for algorithms to check for in resumes. As a result, these algorithms are rejecting many qualified job seekers who may be missing just a few skills from the list. Many of us know of these tools as Applicant Tracking Systems (ATS).
Uniqueness: Where AI is fast and efficient, it can overlook unique and unconventional talents. It is not always programmed to identify transferrable skills, diverse experiences, bonus traits, or beneficial qualities beyond the job description.
Data privacy: There is a lot of candidate and employee information circulating through AI. Companies need to be sure they establish strict cybersecurity policies and ensure they have sufficient firewalls in places to protect information.
In conclusion, businesses, recruiters, and HR professionals are finding that AI is saving them time and costs associated with hiring. It is important that businesses using AI to hire indicate that to candidates. Additionally, businesses need to ensure they have proper cybersecurity in place when using AI.
While AI is efficient, it does have blind spots and will overlook qualified candidates. Small to medium sized companies struggling to identify qualified candidates should resort to traditional methods and put a human eye to the resume. AI may have an unbiased opinion, but its limitations are screening out a potential hire.
References:
Question: What are other employers doing to attract, retain, and motivate talent from younger generations?
Answer:
It is not uncommon to hear a remark about the younger generations in the workforce. “They do not have work ethic, soft skills (power skills), or accountability.” “They show up when they want, if they show up, and they act entitled.” On the surface, these may be true. However, these shortcomings are symptoms to other issues.
First, they are focused on pay and time. They know their worth and they value their time. Competitive wages and work-life balance are two of the most attractive components for younger generations.
Second, an adequate onboarding process paired with good mentoring and training will go a long way. Most often, their shortcomings are tied to lack of training, communication, purpose, and untapped potential.
In other words, past generations may have done well when “thrown into the fire,” but the younger generations need more resources and upfront structure. As an employer, this can be tough due limited resources or the bandwidth to mentor and training. It takes company-wide buy-in from the top down.
At the end of the day, the younger generations are the up-and-coming workforce. They will equate to 30 percent of the workforce by 2030, and investing time into them now will pay off. They are efficient, bright, passionate, and innovative. Employers who implement strategies to effectively engage them are astonished by how well they work and embrace the organization’s culture.
Here are a few resources that will help you understand the priorities of younger workers:
Question: Where can I find volunteer opportunities for my company and employees?
Business Team Answer:
The holiday season reminds us of the importance of giving back to our community. In addition to supporting your community, volunteering can be a great way to engage employees and attract new talent. Need help finding local volunteer opportunities? Check out the following sites:
Question: Our business has a high staff turnover issue. We feel our business is solid, and we have good jobs that pay well. How can I properly address this?
Business Team Answer:
Staff turnover can often prevent a good company from becoming a great company. Key factors that may be contributing to the high staff turnover include:
Compensation – Wages will always play a big role for employees, but so does having health benefits, an education reimburse allowance that enables employees to get trained and gain new skills, bonus structures, and more. Be innovative and creative with your compensation package.
Company Culture – What are you company’s values that entice workers to your organization? Perhaps your business wants to be at the forefront of technology, or perhaps it’s being a key contributor to the local community through service projects… or maybe it’s both! Attract and retain workers who share the same values as your organization. Be clear about what your organization’s culture is and what it represents. If you’re not sure, engage your staff by surveying them about the culture and ask what they would like to see from the organization.
Flexibility – Since the Covid-19 pandemic, businesses have become more flexible with their staff, allowing some to work remotely. In other instances, flexible work schedules enable workers to have a better work/life balance that many seek.
Leadership – Upper levels of management play a major role, both directly and indirectly, through organizational policies and with establishing and maintaining the organization’s values and culture.
For more ideas on retaining talent, check out 20 Ways to Reduce Employee Turnover.
Question: What would be a Frederick County community organization my company might consider partnering with, in order to connect with underserved populations of Frederick County?
Business Team Answer:
Centro Hispano de Frederick
For more than 15 years, Centro Hispano de Frederick has been helping the Frederick immigrant population to succeed in our community. From conducting English and citizenship classes to sponsoring summer STEM classes for students and year-round enrichment events for seniors, Centro Hispano has played a crucial role in helping our neighbors from other countries prosper.
Mission: To inform and educate residents of Frederick County in order to promote full participation in community.
Vision: A vibrant community in which people of all ages succeed and thrive.
Some possible ways to partner/collaborate with Centro Hispano de Frederick may be:
Partner to conduct a Career Fair
Volunteering to assist with some of their programs, while getting to know their clients
Become a Corporate Partner
Collaborate with their Community Partners for special events
Support local events
Visit their website for more information | Frederick Hispanic Heritage Festival
Question: What are ways employers can get in front of more high school students?
Business Team Answer:
The Career and Technology Center of Frederick County Public Schools offers students training in a variety of career pathways including Construction Technology, Technology, Service, and Mechanical/Technical.
LYNX at Frederick High stands for Linking Youth to New Experiences. A partnership with LYNX students allows Frederick businesses and organizations to cultivate and influence their future workforce. Over 160 partners from business, the community, and higher education have already provided LYNX experiences for students since LYNX began in September 2017.
Work Based Learning are programs that allow juniors and seniors to experience a hands-on career placement within their career pathway. Employer may submit to support a work study, internship, and/or an apprenticeship.
The Youth Apprenticeship - Maryland Apprenticeship and Training Program is a resource creating a talent pipeline and serving as a connector for getting students into the workforce and growing them in a career pathway.
Use social media platforms to target students and be more engaging with that demographic.
If you'd like help connecting to any of these community partners, let us know. Submit your workforce related inquiries, to the Business Team. Your question and the response will be shared in an upcoming edition of the newsletter.
Question: “Our company is struggling to find sufficient applicants for our openings. What suggestions would you offer that might help us?”
Business Team Answer:
Social media is a great way to promote jobs. Identify and use the social media platform that is most likely to reach your desired audience for your openings. For example, LinkedIn should be the first choice for business, technical and professional level positions. Facebook is effective for entry level positions, warehousing, services, hospitality and more.
Develop relationships with educational and training institutions that prepare students in the fields you offer; many have workforce transition/career center services that can connect you directly to their students. Also, check out Handshake.com to connect with colleges and universities.
Your company’s website should always be updated with current job openings.
Employee Referral Programs can incentivize your company’s greatest asset, your current workforce, to promote your openings.
Conduct recruitment or hiring events. Invite job seekers to meet with your company’s representatives; the face-to-face interaction offers an excellent opportunity to engage with interested and prospective candidates.
Establish relationships with your local American Job Center and work with their Business Services Team to develop strategies unique to your company’s needs. They can also recommend, and connect you to, community-based organizations who work with different segments of the community (veterans, youth, etc).
Job boards such as the Maryland Workforce Exchange, Indeed.com and others are excellent for reaching a broad audience and collecting information and resumes.
The Business Services Team is always listening for best practices around talent attraction and retention for Frederick County employers. One common theme that we encounter concerns salary rates. The team can provide Labor Market Information (LMI) reports and other resources to empower employers with the tools and information needed to be competitive. Want to know where you stand? Don't hesitate to connect with the team.