Recruiting and retention is difficult. And the COVID-19 pandemic only exacerbated this issue that local companies are facing.

Our 2022 National Business Trends Survey results (released on February 1, 2022) affirmed that the top three short- and long-term concerns for local executives are:

• talent acquisition
• talent retention
• ability to pay competitive wages/salaries

What can you do to help attract and retain workers?

Many employers are offering hiring and retention bonuses, in addition to higher starting rates. These strategies are not without their downsides, including increased costs and disruption to internal equity.

Companies are now exploring non-traditional employment relationships like part-time and temporary work options. Here are three strategies to consider:

• Remove barriers to employment
• Utilize part-time workers
• Supplement with temporary workers

Remove Barriers to Employment
The way a job ad is written may create unintended barriers to potential applicants. Employers should carefully consider the qualifications required for the job and consider what types of equivalent education and/or experience can meet those requirements. For example, many jobs state they require a bachelor's degree, but how often is it really necessary? Potential applicants may have received equivalent or even better training through on-the-job experience, including military service or comparable industry certifications.  

Ensuring your job ad clearly and accurately communicates the education and experience necessary to perform the job will help invite more qualified applicants who may have otherwise hesitated to apply.

HEC Member Resource: Preparing Job Descriptions

Utilize Part-Time Workers
While most schools and businesses are returning to in-person formats, many parents are still struggling to find childcare coverage. Allowing employees to work on a part-time, flexible schedule may help both the employer and employees the coverage they need. For example, instead of requiring one person to work a full-time, 8 am-5 pm, M-F schedule, it might be easier to find two employees who are able to work part-time. Additionally, allowing a full-time employee to change to a part-time schedule may enable the company to retain the worker rather than face a hard-to-fill vacancy. Visit our Wage & Hour Resources Page for guidance and assistance on this topic.

Supplement with Temporary Workers
Consider supplementing your workforce with temporary workers rather than making hasty hiring decisions just to get a body in the position. Working with a temp agency or developing your own policy on temporary employment can be a helpful strategy to cover shifts quickly. Benefits of working with a temp agency include the ability to tap their network of individuals looking for work and the pre-screening they will conduct before placing a worker.

Avoiding Pitfalls
Employers choosing to use part-time and/or temporary workers should keep in mind that these workers are very often still considered "employees" and covered under most employment laws, including wage and hour laws, anti-discrimination protections, and employment tax laws. Specific laws, such as workers' compensation, make no distinction based on the number of hours or length of employment. Other laws, such as the Family and Medical Leave Act, simply do not apply to your part-time/temporary workers as it requires employees to be employed for 12 months and work a minimum number of hours to be eligible for job protection and unpaid leave.

Another common pitfall with part-time and/or temporary workers is misclassifying them as independent contractors. Employers may face penalties and other legal action for treating employees as independent contracts to exempt them from traditional employee protections like minimum wage and overtime requirements. Employers should use the U.S. Department of Labor (DOL) 's primary beneficiary test to guide their analysis. Visit our Independent Contractor Resources Page or Wage & Hour Resources Page for further guidance and assistance on this topic.

Our HEC Member Resources continue to be available for your HR needs. As always, please feel free to contact your HR Consultant.