PRESIDENT'S MESSAGE Overcoming Recruitment Challenges Is it time for your company to pivot and adjust how it finds good workers? BY MATT VONACHEN ike many other companies, my family business has pivoted in numerous ways to overcome the challenges we have had to face over the last several years through the pan-demic and the tightening of the labor market. Recruitment became a closely monitored activity, which led us to take a fresh look at our strategy and incorpo-rate several changes. Here are just a few of the successful recruitment changes we made. is updated automatically every night and is programmed to track how we are progressing through the year toward meeting our company goals related to turnover and retention. Many views are available within the dashboard based on retention rates. We can drill down on our dashboard all the way from a broad region to a specific building we ser-vice to monitor our performance. When we start to fall short of our targets, the recruiting manager will provide addi-L Corporate recruitment manager In 2021, we made the decision to cen-tralize our recruitment team and created a recruiting manager position at our corporate office. Previously, a recruiter had resided in each of our five regions and reported up through a human resource generalist. Our goal was to better align recruiting activities and have the team roll up to one person respon -sible for executing recruiting initiatives. This has proven to be a very successful business model for us, as we have been consistently meeting our recruiting key performance indicators (KPIs) since the transition. As the labor market has continued to contract, our team has had an increased focus on employee retention. the time period and workgroup or site in mind. Now with real-time data readily avail-able, we are able to play offense instead of defense. On a day-to-day basis, we can look at how each of our regions are per-forming and have the ability to redirect resources and attention as needed. We look at several KPIs: Vacancy percent-age, time to fill, turnover percent, and tional support by reallocating resources, whether it’s additional recruiting help, extra dollars spent on advertising, or an outside-of-the-box solution to address the gaps. Use of real-time data One major upgrade we made to our recruitment strategy was to use real-time data as a vehicle of information to influence our decision making. Our business intelligence analyst created a dashboard where we could track many of our activities, such as headcount, new hires, separations, open positions, and vacancy percentages. This information Recruitment toolkit With a focus on hiring quality candidates and maximizing productivity, we devel-oped a recruitment toolkit for our team to 8 ISSA Today | March/April 2023
ISSA Today March-April 2023: Page 8
