With the pandemic in its fifth month, it’s hard to believe the US unemployment rate was 3.5% just last February.
Flash forward a few months: the jobless rate hit 11.1% (in June) while the job “quits rate” (a measure of those who leave their jobs voluntarily) is down to 1.6% in May (from 2.3% a year earlier).
All the same, in the midst of the current economic and public health uncertainty, many companies and organizations are still continuing with their job recruitment efforts.
Yet with the labor market having turned upside down in a short period of time, how can employers pivot strategically and set new tactics to attract the people they need for their core business operations?
Here is a set of cost-efficient, practical ideas to consider:
- 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.
- With the high number of unemployed job seekers, be prepared to handle a higher-than-normal flow of incoming resumes: ensure your internal hiring systems, including maintenance of internal records and applicant tracking tools, are ready and updated.
- Target passive job seekers (those who are in the job market but not proactively applying for open positions) via social media, related digital communications tools and professional associations.
- To look for pools of qualified candidates for your open positions, consider a proactive approach called “recruitment research:” either via an outsourcing arrangement or internal hiring managers, use Internet tools to research where your best-fit candidates may be, such as in professional association listings; trade show and conference listings; and in competitor organizations.
- 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 about or need assistance with your recruitment strategy, contact us at firstname.lastname@example.org or 443-741-3900.
Minimum Wage Hikes Enacted for Montgomery County, MD and DC Employers
Two minimum wage rate increases went into effect July 1 for Montgomery County, MD and the District of Columbia (DC).
Montgomery County’s minimum wage increased to $14/hour for employers with 51+ employees; $13.25/hour for employers with 11-50 employees; and $13/hour for employers with 10 or fewer employees.
The District of Columbia’s minimum wage increased to $15/hour for all workers (up from its current rate of $14/hour).
For the state of Maryland, its statewide minimum wage for all employees increased last January to $11/hour (up from the state’s previous rate of $10.10/hour).
Virginia and Pennsylvania’s statewide minimum wage levels currently remain at $7.25/hour in line with the federal minimum wage level. Earlier this month, Virginia enacted into law a state minimum wage increase to $9.50/hour beginning in May 2021 (followed by incremental increases to reach $12/hour by 2023).
New DC Laws in Effect: Paid Leave for Voting and Paid Family Leave
For District of Columbia (DC) employers, note two new paid leave-related laws that have just gone into effect this past July 1.
First, DC employers are now required to provide their DC-based employees with up to two hours of paid leave to vote (wherever they’re registered to do so). The DC Board of Elections will issue soon an online workplace poster for required posting. Read more.
Also, DC’s paid family leave benefit for employees is now in effect. Note that DC employers must post the official paid leave benefit notice in a conspicuous place at their workplaces. More resources are available at this DC Paid Leave specialized website.
impactAction: If you have questions about compliance with these new measures, contact us at email@example.com or 443-741-3900.
Virginia: Non-Competition Agreements Banned for Low-Income Employees
Virginia employers are now prohibited from having non-competition agreements with their low-wage employees.
This new policy, which went into effect on July 1, covers low-wage employees whose average weekly earnings are less than the statewide average weekly wage. (The most recent published average weekly wage in Virginia is $1,204.00 per week or $62,608.00 annually.)
The measure also covers interns and students, plus independent contractors. Note that Virginia employers must post in their workplaces either a copy of the law or a summary approved by the Virginia Department of Labor and Industry. Learn more.
Planning Ahead: Considering Management and Employee Training
As we enter the high point of summer, companies and organizations continue to make a range of adjustments running their business operations in this pandemic era.
As you begin planning ahead for the fall and into 2021, it may be a good time to consider ways to increase emphasis on management and employee training and development for your organization.
Management and employee training, in all of its various ways, is important to help fuel your business growth and optimize your competitive advantage in the marketplace.
Management and employee training and development, for example, typically includes a programmatic focus on issues such as:
- Generational/cross-cultural dynamics
- Employee integrity and ethics
- Safety on the job
- Lawful hiring and termination
This training also includes an emphasis on vital skills-building such as fostering:
- Inclusion and diversity
- Delegation and teamwork
- Conflict resolution
- Coping with change
Effective use of management and employee training and development also ties directly into supporting your employee recruitment and retention goals – and, in turn, your business growth.
impactAction: If you’re interested in learning more about employee management and development training, contact us at firstname.lastname@example.org or 443-741-3900.
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