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Location: East of Seattle since 1992, 615' Elevation, Zone 8b - originally from SF Bay Area
44,570 posts, read 81,147,605 times
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Quote:
Originally Posted by jmellc
What were the minimum requirements and for what position? How did you fill over 400 openings if people are so hard to find? Something doesn't add up here.
Can your company not afford to raise salaries to keep those "best people" you are losing? If people are so hard to find, why not do more to keep the ones you have? Could you survive a smaller profit margin to keep your best people? I've heard a lot of talk over the years how much it costs to hire a new person and get him/her up to spec. Or do you lose those best people by burnout and overwork?
We are a public agency, and not for profit. Salaries are set by an elected board of directors. Our positions are being filled, and with good people. My point is only that we have far fewer applicants to choose from than before Covid. Many of the positions being filled are non-union in HR, Accounting, Finance, Engineering, and IT. Most, however, are union maintenance department openings created by the people let go due to Covid vaccination refusal.
We are a public agency, and not for profit. Salaries are set by an elected board of directors. Our positions are being filled, and with good people. My point is only that we have far fewer applicants to choose from than before Covid. Many of the positions being filled are non-union in HR, Accounting, Finance, Engineering, and IT. Most, however, are union maintenance department openings created by the people let go due to Covid vaccination refusal.
But you still have more people applying than you have jobs for and you get some choice about them. If 8 apply, 4 qualify and 2 are prospects you have 1 new hire and one in reserve, at least for a time. You are still ahead. In fact, isn't it an easier process for you to start screening from 8 than from 40? That should shorten your process a great deal.
But you still have more people applying than you have jobs for and you get some choice about them. If 8 apply, 4 qualify and 2 are prospects you have 1 new hire and one in reserve, at least for a time. You are still ahead. In fact, isn't it an easier process for you to start screening from 8 than from 40? That should shorten your process a great deal.
Bench? Does that mean stringing more people along while you search for a bigger brighter rock star?
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