SHUTTERSTOCK ILLUSTRATION experience , the job is not entry level . If you require a college degree , state this clearly . Entry-level jobs for recent graduates are not the same as those for applicants without a degree , and recent grads may be seeking more than $ 17 an hour .
State clearly that you ’ ll happily hire people who find it challenging to find work . Did someone take off five years to get a child from birth to kindergarten ? What about a candidate who lost a job in March 2020 and has struggled since then — would that person be welcome in your company ? What about someone who retired but realized that there wasn ’ t quite enough money in the bank to swear off work ? What about someone with a prison record ?
It ’ s hard to get a job when you don ’ t have one . Your company is ideally situated to hire those who haven ’ t worked in a while , train them and pay them . Target these groups of people and see what happens .
Be flexible whenever possible . I don ’ t know what your business does ; maybe flexible schedules are feasible , and perhaps they are not . If they are , this can be a huge pull . A company that offers to work around college students ’ class schedules can pay a bit less than a company that demands round-the-clock availability from its employees . You ’ ll be able to appeal to parents if you offer hours that coincide with their children ’ s school days , so they can earn money without incurring day care costs .
Offer career progression . I ’ m going to guess that since you hire so many entry-level people , there aren ’ t a vast amount of opportunities to move up in your business . But that doesn ’ t mean you can ’ t offer career progression . You already know people won ’ t stay forever in those jobs , so make this expectation part of your program . Let your employees know from day one that you want the best for them , and you realize this is just one step on their career ladder .
If your jobs don ’ t require high school diplomas , partner with the local community college to provide on-site classes for the General Educational Development Test . You might also offer career coaching , resume writing classes and other continuing education courses . Let people know that they ’ ll be better off after two years with your company .
Support non-native English speakers . Many jobs that people can do with minimal training don ’ t require fluency in English . This is another group you can reach out to . Along with GED classes , offer English as a second language classes geared toward real adults — teaching the vocabulary needed for parent-teacher conferences , car problems and doctor appointments . You may be able to partner with the local community college to offer these classes for free or at a reduced cost .
Anything that brings actual value to your employees can help attract and retain them for a reasonable amount of time . Recognizing that your jobs are a short stop on the way to success can help you look at what entry-level candidates value .
Sure , everyone wants money ! But a lot of people want a way toward success . Focusing on things that will help them succeed can go a long way toward attracting the best candidates without substantially increasing your costs .
Suzanne Lucas spent 10 years in corporate human resources , where she hired , fired and managed the numbers and doublechecked with the lawyers . On Twitter @ RealEvilHRLady . Send questions to evilhrlady @ gmail . com .
What did you want as an entrylevel employee : higher pay , flexible schedules or a pathway to success ?
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March 2022 | comstocksmag . com 31