Businesses are facing a talent shortage as, these days, it's a job-seeking market. Prospective employees are able to be pickier when it comes to choosing the organization they would like to build a career with. From the outside looking in, how is your organization viewed? Attracting and retaining key talent is fundamental to your organization's success. Understanding best practices and following strategic employer resources could lead your organization to become an employer of choice. If you are determined to hire more employees in the coming months or years, register for this free webinar. Renee West, SHRM-SCP, lead HR consultant and leader of Rea & Associates' HR consulting practice will share tips that will help you better position your organization in today's competitive marketplace. She will also talk about company culture and how yours can help bring more employees in the door and encourage them to stay. These professional services tips will help you identify ideal employees and keep them for the long term. Hire More Employees With These Learning Objectives Those looking to hire more employees and keep them happy once they get there to reduce employee turnover should check out this free, hour-long webinar to achieve the following learning objectives. You will: - Gain insight on strategic recruitment and practices to help attract key talent and retain talent. - Dive deep into state resources, including Ohio Means Jobs, and credits for employers to grow and develop current employees. - Learn how to implement internal recruitment programs, including internship initiatives, apprenticeships, and referral incentives. - Break down employee retention strategies and the benefits and compensation strategies employers should have in place to keep existing employees happy and on the payroll. - And so much more ... #ReaCPA #HRSolutions #HireBetter

3. Learning Objectives
• Recruitment Landscape
• Recruitment & Talent Shortage
• Job Opening Statistics
• Unemployment Compensation
• Internal Recruitment & Growth
• Programs & Statewide Resources
• Employee Retention
• Compensation & Benefits
• Employee Surveys
• Covid in Workplace Updates
• HR Topics – Radar

4. Recruitment & Talent Shortage
• Forecasters predicting “Great Resignation Wave” within next
2-3 months.
 Even with 9.8 million people unable to find employment, others are
quitting at record rates — pushing the "quits rate" to never-before-
seen levels.
 Some workers are leaving for new jobs, with better pay & benefits,
remote-work options, better working conditions.
 Per BLS, nearly 4 million Americans left their jobs in April.
 Unprecedented number in the two decades the government has
been tracking this data, pushing the quits rate 24% higher than it
was before the pandemic. (Layoffs, which peaked at 13 million in
March 2020, have come down to more typical monthly levels of
under 2 million.)

5. Recruitment & Talent Shortage
• U.S. manufacturing industry is looking to fill nearly half a
million job openings, according to a report released in
May per Manufacturing Institute (MI).
• Number is poised to grow; about 2.1 million
manufacturing jobs are likely to be unfilled by 2030.
• The study warned that the shortage could damage the
U.S. economy by up to $1 trillion.

6. Recruitment & Talent Shortage
• Reasons roles are remaining unfilled include:
 Younger workers have different expectations for jobs and careers
(38 percent of respondents) or a lack of interest in the industry (36
percent).
 Additionally, many of these roles had previously been filled by
members of the Baby Boomer generation who have retired (34
percent).
 Many opportunities for entrepreneurship.
• More individuals are opening their own business or joining group
ventures.

• Restaurant & Hospitality industry hard hit with loss of female
workers.

7. Unemployment Compensation
• Individuals have been able to receive pandemic
unemployment compensation resulting in making more
being off work vs. working.
 June 26, 2021 – Federal Unemployment of $300 per month
has ended.
 Extended unemployment benefit timeframes will still allow
many individuals to receive continued benefits.
 Ohio has added guidelines for “actively seeking work”
 Unemployment fraud & claims - ensure employers are
reviewing any forms regarding new claims etc.

8. Employer Resources – Talent
• https://ohio.gov/wps/portal/gov/site/jobs/resources/ohiomeansinternships

9. Employer Resources – Talent
• https://ohio.gov/wps/portal/gov/site/jobs/resources/ohiomeansinternships

10. Employer Resources – Talent
• https://workforce.ohio.gov/wps/portal/gov/workforce/initiatives/initiatives/techcred

11. Employer Resources – Talent
• https://workforce.ohio.gov/wps/portal/gov/workforce/initiatives/initiatives/isp/grant/grant

12. Strategic Recruitment
• Discuss with companies current structure of roles
 Opportunities for streamlining duties
 Job sharing/shadowing
 Compressed work weeks
• Define job roles and job descriptions
 Essential to assist with hiring right “fit” of candidate
• Predictive Index & prescreening assessments

13. Recruitment & Talent Shortage
• Referral Programs
 Many clients have expanded their internal referral programs
to obtain key talent.
• Offering higher referral incentives
 Structure to provide referral incentive to employee and new
employee.
 Add “retention incentive” for referral and completion of 6
months, 1 year etc.

14. Employee Retention
• Organizations are also challenged with ensure they
retain their existing workforce.
• What should employers be focusing on to combat this
challenge?
 Manufacturing sector can engage younger workers by
providing good career pathing and opportunities for growth.
 Internal training and development options can assist with
retention & recruitment efforts.
 Review of existing wage structure. Organizations are
increasing starting wages & existing internal wages to remain
competitive.

15. Employee Retention
• Performance management and consistent feedback.
 Ensure organizations have PM program to develop and set
expectations for works to grow.
• Competitive benefit structure
 Insurance, profit sharing, 401k, PTO, Personal Time,
 Additional paid holidays
 Unpaid time off

16. Employee Retention
• Employee surveys
 What is pulse on organization?
 Why do existing employees remain at organization?
• Talk with your employees. Tailor benefits and programs focused on
those key areas.
• Company culture? How are employees being treated?
• Competitive benefit structure
 Insurance, profit sharing, 401k, PTO, Personal Time,
 Additional paid holidays
 Unpaid time off

17. Employee Retention
• Employee Exit Interviews
 Complete for all employees leaving organization
• Why? Are there internal issues organization should be aware of?
• Employee Perks
 Employee relations – food trucks, etc.
 Making workplace fun and involving families

18. Covid & Current Workplace
• Many organizations maintaining existing enhanced
cleaning efforts as during pandemic.
• Vaccine & Mask Policies
 Organizations who are requiring vaccines could be restricting
candidate base and or loosing existing staff.
 Follow CDC guidelines for vaccinated vs. non-vaccinated
• Administration of policies
 ADA & EEOC Claims Increase

19. Covid & Current Workplace
• Potential for 2nd strain peak in Fall. What are company plans?
• FFCRA voluntary leave – through September 2021
• Fair Labor Standards Action Violations
 Increase in audits for payroll, overtime and other pay related
policies.

20. HR Radar Items
• BWC Payroll Reporting guidelines for policy period
July 1, 2020 – June 30, 2021
• Could result in premium refund to employers.
• Due to Covid-19 , help ease the economic impact during
state of emergency
 For wages reported starting March 15, 2020
• Employers with operation staff teleworking may report
payroll class code 8871-Telecommuter during declared
state of emergency.

21. HR Radar Items
• Fair Labor Standards Action Violations
 Increase in audits for payroll, overtime and other pay related
policies.
• OSHA
 https://www.osha.gov/coronavirus/standards
 Workplace Safety
• Active Shooter
• I-9’s: Department of Immigration audits
• Employee Handbooks

22. Thanks for your attention today!