Five Ways to Ramp Up Your Recruiting Strategy

With the passing of the pandemic’s one-year mark, there is room for optimism with regard to reducing the pandemic’s ongoing impact with widespread vaccinations under way.

The same could be said for the US economy, much of which, including company hiring, has been depressed over the last year. Now, leading economists are making some bold predictions about the potential for strong economic growth this year. A recent Bloomberg survey of economists, for example, predicts 5.5% growth this year while a Wall Street Journal survey forecasts nearly 6% growth.

On this same note, the jobless rate just last summer was 11.1% (June 2020) while it’s now down almost by half to 6.2% (Feb. 2021). One possible (and hopeful) result of these improving trend lines is a flurry of new company recruiting and hiring to ride a growing business expansion through this year.

With this in mind, what are some practical recruiting strategies employers can put into action now to attract and retain the best-fit people they need?
Here is a set of ideas to consider:

Focus on hiring for diversity: Workers are proactively seeking workplaces that practice diversity and inclusion. According to Glassdoor, 67% of job seekers consider workplace diversity an important factor when considering employment opportunities.

Write effective job descriptions: Before you begin a recruiting effort, don’t overlook the importance of your company’s job descriptions. Job descriptions should detail clearly the position’s title, overtime status (exempt or non-exempt), essential functions, skills and qualifications needed to conduct the work, plus physical demands and the job’s specific work environment.

Get ready to handle an applicant overflow: With an expected increased number of job seekers this year, ramp up your internal hiring and applicant tracking systems to handle a possible higher-than-normal flow of incoming resumes and inquiries.

Be more communicative and transparent with applicants: With this possibly larger cohort of job seekers this year, consider providing more communication and information with candidates (e.g., their status as applicants in the hiring process) about your open positions – being more open in your recruiting posture may enable you to avoid losing talent to other companies.

Move fast to connect with qualified applicants: React quickly when qualified candidates apply for your open positions – these applicants move fast and may be committed elsewhere before you’re able to make contact.

impactAction: If you have questions or need assistance with your recruitment strategy, contact us at or 443-741-3900.

impactHR Joins Annual Pajamas Drive for Casey Cares

For the sixth year in a row, impactHR is joining in to help the Baltimore-based Casey Cares Foundation with its 2021 “Gift Card and Pajamas” donation drive.

Throughout the past year, Casey Cares continues to collect pajamas and gift card donations to send to families in care packages to hospitals in the Greater Baltimore-Washington region.

Casey Cares serves children who are critically ill and going through treatment for cancer, sickle cell, cystic fibrosis, plus other life-threatening illnesses.
If you and your organization are interested in contributing to this important cause, there are many ways to give, including:

  • Donations such as youth pajamas (preferably in teen sizes)
  • Donations of a gift card for pizza delivery, movie rental or a pair of pajamas from Casey Cares’ Amazon Wishlist (and have gifts sent directly to the Casey Cares office)
  • Donating a gift card for a grocery store delivery

Click here to learn more about donating.

Employers: Optional FFCRA Provisions Extended to Sept. 30

With the recent passage of the American Rescue Plan Act (ARPA), one of its key provisions is the extension of the tax credits program for employers who volunteer to provide their employees with Emergency Paid Sick Leave (EPSL) and Emergency Family and Medical Leave (EFMLA) under the Families First Coronavirus Response Act (FFCRA).

This new extension begins April 1, 2021 and goes through September 30, 2021. It’s important to reiterate employers have the option to offer EPSL and EFLMA, which makes them eligible to receive specific tax credits. Under the FFCRA, the credits are available only to employers with fewer than 500 employees and up to certain caps. Read more.

The 2021 Women’s Leadership Conference Issues Call for Speakers

Save the date: the Howard County Chamber of Commerce 2021 Women’s Leadership Conference (WLC) is set to take place Tuesday, July 13 (9:00am-3:00pm) virtually.

This year’s WLC (titled “Herstory: Leading To New Heights – S.o.a.r Together”) features as keynote presenters: Lisa Cregan, Managing Director, Morgan Stanley, and Carla Harris, Vice Chairman, Managing Director, Morgan Stanley.

In addition, the WLC is issuing a “Call for Speakers” with applications due today (March 29). The conference is inviting industry leaders, experts and individuals on the front lines to propose speaker topics that fall in line with the topic of “Opportunity” for each of these three tracks: Leader in Me, Senior Leader in Me and Entrepreneurial Leader in Me. To apply to be a presenter, click here.

Federal Contractors: Navigating Compliance with HR Policies

The federal government awards nearly $600 billion annually to federal contractors, according to the US Government Accountability Office.

Yet for companies that have succeeded in winning government contracting work, they know it can be a hard road to navigate.

One key in doing business with the federal government is being sure to adhere to the complex array of regulations. Chief among these are in the HR area. Here are three key HR-focused regulatory programs critical to comply with if you’re a federal contractor or seek to become one:

Affirmative Action Programs (AAP): All government contractors with 50 or more employees and $50,000 or more in government contracts are required to develop written AAPs to ensure the participation and utilization of women and minorities in the contractor’s workforce.

The Service Contract Act (SCA): The SCA requires contractors and subcontractors performing services on prime contracts in excess of $2,500 to pay service employees the local prevailing wage paid on similar work and projects.

The Defense Contracting Audit Agency (DCAA): This DoD agency performs contract audits to ensure taxpayer dollars are subject to “fair and reasonable contract prices.”

The key to succeeding as a federal contractor is working to maintain the balance between providing your product or service offering to the federal government while staying in compliance with HR-focused rules and regulations.

impactAction: If you have questions or need assistance complying with federal contractor regulations, contact us at or 443-741-3900.