Hiring & Retaining Employees in 2022

There's no question that the #1 issue facing our clients right now is getting people hired and getting people to stay.

It's the employee's world, and the rest of us are just living in it.

So what to do?

Two broad strategies that we suggest for every business/organization:

• Focus every managers' attention on hiring and retention (yep they have a lot to do already, but there's nothing more important right now). Your HR department is overwhelmed; adding more recruiting tasks to them likely isn't effective.

• Rethink everything you're doing - from how and who posts jobs to corporate changes to employee benefits.

Here are some other things we're seeing in this new era of hiring:

• If they're office employees, you're going to have to offer hybrid - at least two days a week working at home. If you don't, someone else will. It's a competition and you need to win.

• Stop outdated (and dumb) practices. The excuse is "we've always done it that way." You can't afford to any more.

• Background checks are always a good practice. But how long do you really need to go back? That DUI a 30-year-old got in college may not be as relevant to his/her employment today as it was ten years go.

• We've seen a number of business refuse to re-hire past employees. Really? Why? If they were good back then, they're good today. Reconsider the employee boomerang.

• Are your hiring managers still using the same, tired old interview questions? We think that questions asking about communication skills, vaccination status, ability to work in an office are pretty important, and probably not being asked right now.

• And...still offering new employees 5 or 10 days paid vacation when they've been accustomed to alot more than that? The standard now is 15 days per year for first year employees. Yep - that's what they're getting.

Arbitration Agreements - Remove them from your handbook

As a matter of practice, we never add arbitration agreements to our handbooks. We consider it a legal document and we don't practice law. But many companies do.

Now comes a California ruling that essentially indicates these agreements should not be in the handbook at all.

If you really want that arbitration agreement, get in touch with your employment attorney.

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