Recruitment Archives - Harbor America

Returnships: What You Need to Know

By | Blog | No Comments

While the younger generations have been overwhelming the general workforce, there are still individuals that are returning to work. Whether it is an individual returning from a medical condition, someone coming out of retirement, or a parent returning to the workforce, sometimes a period to reacclimate to the work environment can assist these individuals with a smoother, more successful transition.

Returnships are programs that can range from a few weeks to a few months that help individuals returning to the workforce develop relevant skills, build professional experience, and expand their networks. Returnships can offer a unique, alternative approach to recruiting strategies. Some industries require a depth of knowledge and experience in a field, which can create rifts in hiring new or entry-level employees to fill the voids.

While some companies may view this as a delay to their onboarding, returnships offer minimal risk because while employees may learn at a slowed pace, they are able to develop a deeper understanding of the company mission and ethos.

Returnships also do not guarantee employment. For example, if an individual finds that returning to work isn’t feasible, or the company does not think the candidate is the right fit, the individual does not have to accept or be presented an offer.

Although returnships are revolutionizing the way new or returning workers can reenter the workforce with ease, there are some loopholes in the implementation that need to be addressed. One hurdle to address is the difficulty of implementation of returnship programs due to the new concept. Many industries do not know how to design or implement returnship programs into their business structure. This also influences determining compensation for such programs.

Lastly, returnship programs are vastly different from company to company. It is important for individuals looking for such a program to do their due diligence to find a returnship that best suits their needs. Perhaps those that have already implemented or planning to implement a returnship program should look into varying levels to address various needs among their top candidate pools.

Returnship programs can assist in recruiting efforts at organizations of all sizes. However, not all organizations are equipped for returnship programs. As such, it is important to weigh the benefits these programs may offer to your company before advocating and implementing them. Not sure if you’re ready or equipped for this? Contact Harbor America, your partner PEO, who can provide insight into a business solution that best suits your needs.

Source: HR Insights: Returnship Programs

The Benefits of Internships

By | Blog | No Comments

There are many reasons people seek internship opportunities and unlike popular belief, are available to people of all ages and experiences. They offer great benefits to both the employer and the intern. Creating and implementing an internship program can open numerous doors to your business including increased employee retention, quality candidate pools, increase productivity and presence, and foster leadership skills, just to name a few.

Benefits for Interns

Gain work experience.

While internships aren’t necessarily age-restricted, they typically target recent college graduates. In doing so, college graduates are able to establish skills that help set them apart from other potential candidates. Internships are resume builders for those either just entering the workforce or perhaps looking to start a new career path.

Internships provide invaluable hands-on experience that cannot be taught in a classroom setting or textbook. Internships expose the day-to-day operations and expectations of roles within their respective field. While learning job-specific skills, other mobile skills like communication, teamwork, and computer proficiency can be beneficial upon entrance into the workforce post-graduation.

In the process of being groomed for the field, internees typically receive feedback from supervisors and other established industry professionals that can assist in developing and refining skills. They are also great resources for invaluable lessons and wisdom for making the most of the internship experience. Between the feedback received and hands-on training, internships allow internees to experiment and gain confidence in their abilities.

Chance to explore.

Internships provide a platform for college students who wish to explore a different career path, gain an understanding of their field of interest, and determine if they wish to pursue that career path. This can lend confidence in a student wavering between two fields in their decision. It can also provide exposure to potential problems or shortcomings of the field that they may not have expected or discovered until they entered the field.

A great reason to implement internships is the chance to network and connect with established professionals in the field. Networking with people in the field can open doors to future employment and advancement in the field. For example, if a college graduate’s greatest aspiration is to be a project manager, attending network events, such as seminars and business expos for related fields would be beneficial for the college graduate. It could present an internship opening or other advancements, such as a connection and developing a relationship with an established and/or leading industry professional could be a foot in the door for a full-time position. Nurturing the connections made through networking during an internship is critical for future prospects in the field.

Fiscal perks.

Not all internships are paid, but for the ones that are, it can serve a dual purpose. College graduates are typically eager and willing to work for lower wages to grow their professional repertoire. For example, the 2019 national average wage for interns was about $19, whereas the average wage for full-time employees was about $27. Paid internships offer greater incentives for internees to take advantage of the opportunity and earn money (or extra spending money) while building skillsets and knowledge. Internship programs could offer a higher quality candidate pool to choose from.

Internships can also lead to a potential job offer. Most employers utilize internships as a means of both grooming future employees, as well as trial runs for future employment openings. It can save them money and time they would spend in training. However, even though a job offer isn’t guaranteed, impressionable interns could receive an offer at a later time or their experience obtained at the internship company could lead to employment prospects at other companies.

Benefits of an Internship Program

Increase presence and productivity.

Creating an internship program is a mutually beneficial relationship between an inexperienced individual looking for ways to build their skills and knowledge, as well as connect with professionals in their desired industries, and the employer looking to groom a future employee and offer resources to aid the growing talent pool. An internship program can also create a stronger presence within the communities you serve. For example, local colleges and universities may look to you as a competitive internship and as a result, may garner more interest from prospective employees or clients. It showcases your dedication to both serving your community with invaluable products and services, as well as your commitment to aiding college graduates.

Forward-thinking solutions.

With current students and recent college graduates filling internship roles, you can test technology solutions as many will be tech-savvy and eager to provide any insight that might improve them. Another forward-thinking solution internship programs can offer is fostering leadership. Many people who lead the internship programs need leadership skills to provide all the facets of resources needed in internships. For example, an employee can mentor the intern and thus gain leadership skills through feedback from both the intern and company leaders to improve future processes.

Reputation builder.

Through implementing an internship program, you’re offering students and young professionals the opportunity to gain experience in their field(s) of interest. This can help close the skills gap for particular fields that may lack quality candidate pools. In bringing in younger generations, interns can provide ways to build social media presence and lend perspective on outdated or ineffective business models and strategies for landing prospective clients. Internships can create new avenues of conducting business, as well as ensuring you stay competitive in your respective industry.

With all the advantages internships can provide, you definitely do not want to miss out on what it can bring to your company. Eager to incorporate an internship program, but not sure where to start? Harbor America specializes in PEO solutions such as human resources management, which can include onboarding, compliance, employee handbook development and more. We value our community and understand the impact an internship program can offer. Call Harbor America today to discuss ways we can help you give back to yours.

NewManager x

Overcoming New Manager Challenges

By | Blog | No Comments

The candidate pool for quality candidates has shifted, especially when it comes to proper managerial candidates. Employers who are forced to look externally to bring in new management are faced with a different situation that has existed in the last decade, as the unemployment rate is low, and the job market is continuously changing in each industry.

For people transitioning to a managerial role for the first time, there is a lot to consider to ensure that your time in the new role is productive and sets you up for your next move somewhere in the future. Managers, however, tend to have the same struggles. Whether an employer is bringing in a new manager-level person to the company or an employee has recently received a promotion, these managers will face similar issues. Navigating learning opportunities, delegating certain tasks, and getting the feel for long-standing dynamics and unwritten organizational rules.

You can help new managers ensure success on your team by:

  • Relying on your human resource team when it comes to your first hire or fire within the organization. The HR team should be more than willing to jump to help support new managers through the hiring or firing process, address any negative emotions from laying someone off or even suggest some helpful tools or conversations with the new manager’s team.
  • Encouraging any new manager to focus on building inter-departmental trust and relationships. New leaders can many times be harboring a bit of anxiety around their team—trust and relationship building can be a great way to overcome this. With new entry-level employees, many companies assign a buddy, someone who has been with the organization, potentially in a similar role, for a while. This gives the new employee someone to lean on from day one. This same strategy should be applied for new managers, suggesting a managerial-level buddy who can help the new manager navigate the choppy waters of taking on an existing team.
  • Helping the new manager find their “sweet spot” in terms of their managerial style. All teams are different, and therefore should not be managed in typical cookie-cutter fashion. There is a sensitive balance between being too distant or hands-off and micromanaging. The best way to gauge where a new manager’s “sweet spot” should be is to simply ask employees what they prefer, how they handle heavy workloads, and how they think they could better align to meet company goals.

Starting a new managerial role should be a fun and exciting time in a person’s life. It is important to remember that a manager’s success is built on the backs of their employees’ success. Over time, the manager’s relationship and report with employees will become more comfortable and familiar. Until then, it is okay to be confident as a new manager, while also remaining humble and self-aware.

Harbor America helps clients breed passionate leaders while supporting the profound desire to build a strong business and strong community. Adding a new manager to an existing team can be stressful for the team, the new manager, and the existing leadership. Let Harbor America help get your organization prepared for new hires by upgrading to an electronic onboarding system. Contact us to learn more.

BenefitsPackages x

Designing a Benefits Package for Small and Medium-Sized Businesses

By | Blog | No Comments

55% of employees would accept a position at a company with lower compensation for a more robust benefits package.[1] But how does one compile a more robust benefits package?

It is important to note that regardless of the size of your business, any organization can offer a substantial benefits package. A common misconception concerning small to medium-sized businesses is that they are unable to afford or will not even be considered for good benefit package offerings typically reserved for larger organizations.

In order to start offering better benefits, however, you need to make sure you have a good hold on your finances and have a strong financial planning foundation in place. In most cases, going without benefits for your employees may be a temporary cushion for your bottom line, the long-term effects will inadvertently keep your business from growing.

“Organizations that use benefits as a strategic tool for recruiting and retaining talent reported better overall company performance and above-average effectiveness in recruitment and retention compared with organizations that did not.”[2]

Partnering with a PEO can save businesses of any size from all the legwork of vetting providers and carriers, comparing plans, and pricing. As a PEO customer, you will have access to plans typically available for only enterprise organizations. Your employees will have a larger choice in doctors, hospitals, and will be able to see out of network providers, for an additional out-of-pocket fee.

If working on your own, you will find health insurance to be the most significant portion of your benefits budget. Dental and vision are traditionally not included in base health insurance plans. To include these you would need to source separate plans specific to dental and vision, respectively.

Retirement plans (401(k)s) are also highly sought-after benefits of employees of any age. You will need to decide if your organization will participate in employer-sponsored matching. This will make a difference in your budget at the end of the day.

Other plans that can be added to your benefits package could include life insurance policies, disability insurance, a health savings account (HSA) or flexible spending account (FSA), basic paid time off (PTO) or unlimited time off (a new trend in PTO).

Harbor America is committed to helping businesses of any size add time back into their day. Regarding employee benefits, Harbor America clients are greeted with a wide range of benefit packages to not only attract top talent but retain your top performers. Contact us to start designing a benefits package specific to your employees and your business.

[1] HR Daily Advisor: Research Shows Strong Job Satisfaction, Benefits

[2] LinkedIn: These 5 Employee Benefits are Trending


The Multi-Gen Workforce and Why It’s Critical to Your Business

By | Blog | No Comments

When gauging the direction and growth of your company, consider also evaluating the staff you’ve charged with steering the ‘ship.’ The experience, motivation, and loyalty of your employees will determine the pace of your company growth. Each generation of workers presents variable facets and strengths that you could be leveraging. Today we’re discussing how to take a closer look at what your current teams are bringing to table and why it’s essential to incorporate multi-generational staff into your growth plan.

The Baby Boomers Can Still Bring the ‘Boom!’

The only generation officially recognized by the US Census Bureau, Baby Boomers are a force to be reckoned with in the workplace. Born between 1946 and mid-1964, this group has been a driving force of change over the last 40 years. This group is the largest of the generations meaning they also represent a large portion of the buyers market. Who better to reach these mature buyers than Baby Boomers themselves!

If your staff includes this responsible and mature segment of the market, you have a team of loyal, hard-working individuals who can help you reach others like them in the marketplace. Tap into their knowledge to best connect with your Baby Boomer buyers. These workers are also ideal leaders and will often be your best assets when it comes to establishing processes, structure and setting the work pace for the generation of workers who come in after them. They are wise and have proven successful in former, non-digital times through the present. They offer work lessons, business lessons and can often be the best trainers and mentors in your business. While this generation may be approaching retirement soon, make sure you allow them to pass along their knowledge and expertise to the upcoming generations.

Generation Y = Yes We Can!

The Gen Y group is unique in that it represents the group of individuals who were brought up prior to the digital age, but also have been able to ride the wave of new inventions and technology into existence. Change is their middle name and embracing transition and change comes as second nature. Charge your Gen Y-ers with facilitating your company upgrades and changes and watch as they bring a level of enthusiasm and leadership in company-wide engagement. They work hard and can be the best resource for establishing best practices as they will take notes from their wise predecessors and help shepherd growth, connecting with their younger, Millennial counterparts.

The Millennial and Gen-Z Movement

This passionate group of new idea masters often gets a bad rap, publicly. Don’t believe everything you hear about unmotivated Millennials or Gen-Z employees. In fact, this is where you may find your best workforce. Driven by personal growth and contribution, this generation of workers will inspire your other generational staff with a sense of purpose and change inefficiency. As a company, you can leverage the knowledge of this group to help tap into your Millennial buyers as well. If you’re not talking to your Millennial staff about how best to manage your company’s social platforms and brand, you could be missing out on reaching a pivotal group of customers and buyers. Big ideas and critical enhancements will come from these employees. Make sure you’re listening and have fostered an environment of suggestions to keep the latest ideas fresh in your company growth strategy.

Regardless of your business platform, product or service offering, staffing your team with a multi-generation workforce can be the advantage you need. Learning from the veterans, empowering the doers and implementing the latest, most relevant efficiencies are just a few of the benefits of cross-generational learning.

Harbor America is Here to Help Your Business Grow

Take a look at your company direction and make sure you’re maximizing the talent you have on board. Consider the generational additions to augment existing staff and build the dream team that will help your business grow today and into the next twenty years. If you need help with creating your multi-generational dream team, contact us today!


Avoid Bad Hires With These 5 Tips

By | Blog | No Comments

Ideally, interviewing a candidate would tell you immediately whether or not they were a good fit for your company. Unfortunately, it doesn’t always work out that way. Sometimes, the candidates who give the best interviews simply lack the skills to be a good fit once they’re really on the job. If you want to bring better candidates into your workplace, try following these tips to help improve the quality of your hires.

Tip #1: Bring in the Team They’ll Work With

Sometimes, you have different teams or departments that accomplish different tasks throughout their day. By bringing in the specific members of those teams–or even construction site superintendents who will be working directly with these employees–you can ensure that the questions asked will accurately reflect what is actually asked of the individual on the job site every day. Bringing in people they’ll actually be working with can also help establish rapport and ensure that they’ll be a good personality fit for the team.

Tip #2: Assign Candidates a Task During the Interview

If you want to see whether or not candidates have the specific skills for the job they want, use the interview as an opportunity to conduct a simple task. This might be as simple as putting a printer back together in order to join your IT department, organizing a handful of files in order to become a secretary, or completing a basic construction task when you’re hoping for a new member of your crew.

When you set a task during the interview, you not only get to see whether or not the candidate is capable of completing the task, you get to see how they react under pressure–both valuable windows into the candidate’s suitability for your open position. You’ll also be able to determine whether or not your candidate is following basic safety procedures as they complete the task, which could make the difference between a good hire and a bad one.

Tip #3: Let Candidates Ask Questions

Many times, candidates are the ones who know best whether or not they’ll be the right fit for your company. Let them ask their own questions during the interview. Be honest about what it’s really like to work for your company, from the hours you typically put into the types of jobs you usually take on. If you’re a construction company that ends up doing a lot of dirty work, make sure the candidate is aware of it! This gives them the opportunity to walk away during the interview process, rather than after you’ve already made an offer–or worse, started their training.

Tip #4: Listen to Your Instincts

Sometimes, a candidate who looks great on paper just doesn’t leave you comfortable making the decision to hire them. Even if you find yourself unable to define what it is about a particular candidate that makes you uncomfortable, listen to those instincts, especially if they’re shared by other members of the interviewing team. It’s better to wait for the right candidate than to be disappointed in your hiring choice.

Tip #5: Look for Career Dedication

When you’re hiring, you want a candidate who is committed to their career: someone who is interested in learning more, bettering him- or herself, and taking their job skills to the next level. Ideally, you want a candidate who is excited to be noticed by the quality of their work, not just someone who is out to punch a time card in order to get a paycheck. By finding candidates dedicated to their careers, you’ll get candidates who are more interested in giving their all to your business.

Finding the right candidates for your open positions can be a challenge. Let us help! Contact us today to learn more about how we can help you get the perfect candidates into your open positions–and how you can screen out the ones who simply aren’t a good fit for your business. Harbor America offers full-service HR solutions designed to save you serious time and money.


5 Reasons You’re Getting Turned Down by Job Candidates

By | Blog | No Comments

You’ve gone through the recruiting process. You’ve interviewed candidates and sorted through the ones who are the best fit for your business. Now, it’s time to make a job offer–and your top candidates are turning you down. While it’s not unusual to have a candidate occasionally decide to decline, if you’re noticing that highly qualified candidates regularly turn down your job offers, you might need to adjust your hiring approach.

Reason #1: Your Hiring Process is Too Long

You can offer candidates the best hiring package they’ve ever seen, but if they’ve recently accepted a job somewhere else, candidates may be unwilling to make the move to your company. A hiring process that stretches out for weeks or months is a surefire way to lose even the most interested candidate–especially if they’re some of the best talent in the field. Instead, look for ways to streamline your hiring process so that you’re able to move quickly from interview to job offer.

Reason #2: You Aren’t Offering Reasonable Compensation

Most candidates in your field have a pretty good idea of what industry-standard compensation should be. They know what salary they should expect, and while workers who are eager to get into a job as soon as possible may be willing to stick with you short-term, they’re going to keep looking for another job, too. Check your industry standards to make sure that you’re offering reasonable compensation. Keep in mind that it’s not all about the money, either! Great businesses that are able to attract the best talent in their industries also offer excellent benefits, including good health insurance, enough vacation days, and financial wellness benefits.

Reason #3: Your Team Displayed Unprofessional Behavior During the Interview

When you bring candidates in for an interview, it’s not just your opportunity to evaluate them. They also have the chance to evaluate you and see whether or not they feel that they’ll be a good fit for your business. Make sure that when candidates come in for their interviews, they’re treated professionally.

While it’s fine to try to get to know candidates on a more personal level, you don’t want to ask questions that are excessively personal. Try not to leave candidates waiting unnecessarily; stick to your schedule, and treat them with respect. Savvy job candidates know that the treatment they receive during an interview reflects the treatment they’ll receive when they sign on with your company.

Reason #4: Your Company has Poor Work-Life Balance

One look at your schedule tells candidates that they’re going to be spending all of their time at work, with no time left over to play–and that’s not the type of lifestyle most candidates are looking for. While they’re willing to dig in and work hard for your company, they want to put just as much time and energy into their own lives. A company that offers great work-life balance has much more appeal for most candidates.

Reason #5: Your Online Reviews Look Bad

What are other people saying about your company online? From the experience that other candidates have had during their interviews to the information posted, even anonymously, by current and past employees, your online reputation precedes you–and candidates are doing their research, too. Take the time to check through your online reviews and try to build a positive reputation. This simple step will help convince many candidates that your job will be a good fit for them.

Finding the right candidates for your open positions is only one step of the process. Convincing them that your company will be a great fit for them is equally important–and can, in some cases, be just as difficult! If you need help streamlining your hiring process and finding more great candidates for your open positions, contact us today to learn how we can help.


Stop Wasting Resources and Make Your Job Interviews Count

By | Blog | No Comments

Hiring new employees is expensive. For every open position that an employer has, there are recruiting costs, background screenings, drug testing fees, and labor associated with going through all of the applications, and this is not considering the costs associated with payroll for those who are interviewing the candidates. Inefficient interviews can lead to hiring the wrong people, which costs money and causes frustration down the road.

To keep costs down, employers should make the most of every candidate interviewing experience so they can select the right candidates to fill their positions and save money in the process. In order to make your job candidate interviews more effective, consider using the following best practices:

Complete Phone Screening Interviews

Phone screening interviews should be the first task on every hiring manager’s checklist when it comes to choosing the right candidates to bring in for a face-to-face interview. Phone screening interviews will help you get a sense of who the candidate is and if they are serious about coming to work for the company. You should be prepared to ask basic questions of the candidate, like what their understanding is of the position, what their salary expectations are, and if the candidate feels like they can perform all of the job duties.

Online employment portals like Indeed, Monster, and Zip Recruiter have made it easy for candidates to quickly submit resumes and apply for jobs without doing much research to see if they are even qualified to work in a specific position. Phone screening interviews are a great opportunity for employers to find out if a potential candidate really understands the position they applied for.

Have a Specific List of Questions Ready

Before interviewing any potential candidate, you should make a specific list of the questions that you intend to ask during the interview; pre-planned questions will alleviate potential moments of awkward silence while you think of the next question and will ensure that you remember to collect the information to make an informed decision about the candidate. If you come up with a question during the interview that is not on the list, you can always make a note of it so you can hit on the point when appropriate during the interview. Important questions to ask during the interview should include:

  • Discuss a time when you made a decision you were particularly proud of/not proud of?
  • What do you consider your greatest strengths to be? Weaknesses?
  • Why should we hire you?
  • What skills can you bring to this company?
  • What do you know about our company?
  • Could you give an example of a time when you did not agree with the decision that was made by your supervisor? What did you do about it?

Listen to What Your Candidates are Telling You

During the interview, pay attention to what the job candidate is really saying to you. Let the candidate talk openly and you may learn some things about the person that you really like or that can cause you concern. Listen for contradictory statements that do not match what is included on their resume or job application.

Provide Details About the Job

While candidates should complete some research on your company before arriving for their interview, it is important that you take some time to discuss your company and details about the job you are hiring for. There is nobody that can explain a position better than those who work for the company, and those who are hiring for a specific position.

This is an opportunity for you to break the ice with a nervous job candidate and showcase all of the positive aspects of the job. Be sure to explain bonuses and benefits that are offered with the position, should the candidate get offered the job.

Set the Right Tone with your HR Solutions

Some hiring managers have a tendency to interrogate job candidates as opposed to letting the conversation flow naturally. An aggressive interview leads to some candidates feeling intimidated and deciding that your company is not the right fit for them.

When creating your list of interview questions, be sure to add some open-ended questions for your applicant to answer so that they can have a chance to really sell their skills and abilities. It is also important to choose the appropriate setting to hold the interview so you and the candidate feel comfortable engaging in a meaningful conversation.

At Harbor America, we can help take the pain points out of hiring new employees. We are a PEO (Professional Employer Organization) that specializes in taking on the time-consuming administrative and HR  tasks of small and medium-sized businesses. We have resident experts who can provide advice for tackling a good candidate job interview as well as make the new hire paperwork seamless once you have found the right person for the job. Contact us today to learn more about our services and how we can create HR solutions for you.

gen z millennial blue collar

How Blue Collar Industries Can Attract More Generation Zs and Millennials

By | Blog | No Comments

One of the best age brackets for construction and other types of blue-collar work is young people. But unfortunately, too many Generation Zs and millennials aren’t showing enough interest in working in blue-collar fields. Gen Z (people born from 1996 to now) and millennials (those born between 1982-1995) are willing to work hard, provided they’re able to balance their jobs with their personal lives. Since blue-collar jobs are known for their long working hours and difficult schedules, finding a balance can be challenging.

That’s why employers need to listen to what appeals to young people and alter their traditional polices so that these young adults can find more balance between their work and personal lives. Here are some of the ways the construction industry and other blue-collar fields can attract more GenZs and millennial workers:

Advantages for Blue Collar Industries Hiring Younger People

There are several benefits for blue-collar industries hiring younger people. In addition to younger people being more physically fit, another main reason for hiring them is that they’re highly tech-savvy, which is a huge advantage for many industries. Additionally, younger generations tend to be very socially minded. When technical abilities are combined with social skills, blue-collar companies can enjoy a stronger web presence, which benefits productivity. What’s more, when a more personal touch is added to a business, customers feel more valued.

Understand What Makes Gen Zs and Millennials Tick

It helps to understand the world in which GenZs and millennials grew up. For example, there was more focus on teamwork than in prior generations. Many younger people were protected by their parents a bit more than older generations. Therefore, they may tend to expect employers to protect them more.

Rather than preferring a chain of command at work, they’re more interested in collaboration or teamwork. In other words, compensation isn’t their top priority. Although they want to make money and be able to pay their bills, they’re more concerned about being respected and feeling like they’re a valuable part of a team.

Offer More Competitive Salaries

A major way to attract more young people to blue-collar jobs is to offer salaries that are more competitive so that they won’t be tempted to take jobs in industries that pay more. Just offering a salary that’s only a somewhat higher than what your competitors offer shows that you really do care about your employees.

Offer More Flexibility and Unconventional Benefits

Maybe you’re unable to offer more pay or even provide additional benefits, but you could still offer work schedules that are more flexible. Furthermore, consider adding to their vacation time by including more job-sharing, so they can see that you appreciate their skills and the time they spend working for you.

More flexibility in the work schedule is another type of unconventional benefit that young people appreciate. Companies should also offer time-off policies that are more flexible, which can mean a reduction in absenteeism.

Offer More Competitive Healthcare Benefits Along with a Wellness Program 

Healthcare coverage is especially important to GenZs and millennials. Thus, to attract these young people, you need to offer healthcare benefits that are more favorable. Besides wanting better healthcare benefits, young adults are also highly interested in employers providing wellness programs. This means that employers need to stay on the cutting edge when it comes to offering wellness programs by knowing what their competitors are advertising, so they can present programs that are more inviting. Examples of wellness programs include those such as fitness center memberships and smoking cessation programs.

Use Social Media

Social media networking plays a big part in recruiting young adults to blue-collar jobs. Instead of advertising in newspapers, the primary methods for recruiting talent today is by using social media platforms, such as Facebook, LinkedIn, and others. If you’re part of an older generation and are unfamiliar with these platforms, you may want to use a PEO (Professional Employer Organization) like Harbor America to devise recruitment strategies that work well through social medial.

A Few Considerations and Warnings

  • Offer counseling for employees in practical skills, such as tax preparation and how to save for retirement.
  • Provide training on how employees should conduct themselves in the workplace.
  • Because young people spend a lot of time watching online videos and other types of technology, why not create a simple YouTube video showing what your industry has to offer.
  • Create your company’s presence at community colleges. Keep in mind that some students who are struggling academically may realize they’re better suited for blue-collar work than for white-collar industries. 

Attracting and keeping GenZs and millennials is much easier when you hire a PEO. Besides providing HR services, a PEO handles payroll, benefits, compliance and other types of services to small and mid-sized business owners in construction and other blue-collar industries. Please contact us at Harbor America for a free consultation.