WHAT EMPLOYERS CAN DO NOW
■ Review job postings to ensure they accurately reflect minimum qualifications and preferred qualifications for the position
› Edit the posting to include only the bare minimum qualifications for the job
› Remove the driver ’ s license requirement if the position doesn ’ t require driving
■ Use plain language in your job posting › Avoid internal jargon unless appropriate › Use complex terminology only when legally required
■ Update your website with your current openings › Optimize postings for search engines
■ Stay active on social media
› Post about new openings and encourage current employees to share your posts with their networks
› Post using your individual account in social media groups rather than a corporate account
■ Share why people like to work for your company
› Ask employees to share in their own words why they like working for your company and post their stories on your website and share on social media
■ Communicate often during the recruitment and hiring process to help prevent “ ghosting ”
› Ghosting is when a candidate doesn ’ t show up for an interview or a new hire does not arrive for work
■ Look for the right attitude in candidates instead of checking the boxes for every qualification
› Understand some talent may need to be grown › Make sure your HR team knows your stance on being willing to grow talent
■ Explore ways to overcome common barriers like lack of transportation and childcare
› Organize a carpool › Align shift start and end times with the availability of public transportation › Address “ last mile ” barriers by providing transportation from the end of the public transportation line to your facility
› Work with employees to align work and childcare schedules
■ Consider your employer brand and work to correct misconceptions and negative perceptions :
› What does your organization mean to individuals in your community ?
› What is the “ word on the street ” about what it is like to work for your organization ?
› What misconceptions exist about your organization or the work you do ?
› How did you handle any recent layoffs and how were they covered in local media and portrayed on social media ?
■ Consider offering non-traditional benefits that could make you an employer of choice
› Millennials and Generation Z are very concerned about student debt , so student loan payment assistance might be more enticing than some other more traditional benefits
■ Learn what companies in your region or industry who are successful in recruiting and hiring are doing
For assistance understanding your regional labor market , developing workforce strategies and finding employment candidates now :
› Contact a CareerForce location near you › Post your openings on MinnesotaWorks . net › Talk with your regional Workforce Strategy Consultant › Learn more about demand , wage trends and other information from your regional Minnesota Department of
Employment and Economic Development labor market analyst www . CareerForceMN . com vhedc . com 27