Hickock Boardman Benefits

Friend us on FacebookFollow us on TwitterConnect on LinkedIn

Organizational Strategy: Keep Good Employees & Recruit the Talent You Need

Market Recap

No Consensus among Employers About Return-to-Work Strategy

Consistency has been in short supply during the COVID-19 pandemic.  Government guidance went back and forth on critical issues, including mask- wearing and social distancing as new data became available. Individual states made their own rules, or didn’t make any rules, regarding COVID-19 restrictions. Vermont, however, has been a consistent leader when it comes to community responsibility and preventing the spread of the virus, including being the first state to reach a vaccination rate of 80%.

Amid the inconsistent guidance, organizations have struggled to determine their return to the worksite strategies. In most cases, employers are weighing factors unique to their organization to decide how best to move forward. It isn’t surprising that 81% of companies only have tentative return-to-the-worksite dates, relying instead on hybrid work models or other arrangements, according to an Aon survey. Without definitive guidance on the matter, organizations must answer a number of workplace questions, including:

  • Should reopening be determined by local COVID-19 infection rates or some other metric?
  • Should workers be given the option to work remotely?
  • Should masks be required, even if there is no local mask mandate?
  • Should work hours be adjusted to allow for more cleaning?
  • Should the building capacity be reduced?
  • Should employees be required to be vaccinated before working in person?

Employers returning to the worksite will need to ask themselves these and other important questions before they can safely usher employees back. Employees may need or request special consideration, as many still fear a return to  in-person work —looking instead to continue remote arrangements. For some individuals, the idea of returning to work as it once was has prompted them to simply quit , even well-paying positions. That is why, as employers are returning to worksites, they are looking to gauge employee reception. Will the proposed rules cause a pushback ? Is the business willing to lose some workers for the sake of maintaining certain standards? Is there a more creative approach for dealing with exigent circumstances? Having answers to these types of questions will help provide a smooth transition back to onsite work. 

Securing Talent

3 Tips for Strategic Recruiting 

Amid the COVID-19 pandemic, recruiting has entered into a strange paradigm. Despite record unemployment levels, some employers are still finding it difficult to find and recruit talent. That’s due in part to the fact that, after a year of remote work and health uncertainty, some employees want more from their employers.

This means employers can do more to attract and retain workers with expectations influenced by the COVID-19 pandemic (i.e., those seeking wellness-related perks or to retain their remote working  arrangements)—some employers are even going above and beyond in order to stand out. Put another way, employers should consider creative ways to leverage existing benefits and accommodate workers in order to increase the flow of new talent. 

Here are three strategies for employers to consider:

  1. Tout Remote Working Capabilities

Many employees are unwilling to give up remote work after a year of getting used to it. If an organization allows