As the labor shortage rages on, Andrew Lokenauth can’t help but think it’s time for many U.S. businesses to rethink their hiring strategies.
After all, Lokenauth – a hiring manager who has held senior positions at institutions from Goldman Sachs to AIG – is well aware of the alarming labor stats, like the fact that January marked the eighth straight month during which more than 4 million Americans walked out on their jobs.
“Almost every month in 2021 set a new record high of people leaving their jobs, and this will not slow down into 2022,” Lokenauth said. “The pandemic put many things into perspective for employees, such as re-evaluating what’s important in life and important in a job.
“Businesses must start treating employees better.”
The labor shortage – and hiring tips to combat that shortage – are the focus of The Food Institute’s report this month, which will be available to members starting March 15 (to join FI, click here).
These days, business consultant Baron Christopher Hanson frequently speaks with struggling business owners, who feel overwhelmed with the prospect of finding enough workers to survive.
The key to plotting a path to the other side of the pandemic, Hanson said, is welcoming a business’s new hires like they’re superstars.
“Instead of treating employees like robots, treat them like VIPs,” he said. “Greet them like they’re Tom Brady.”
Many experts feel businesses need to start offering growth opportunities, and training, as part of their hiring sales pitch.
“In the food industry, sometimes we hire staff that aren’t trained. In this case, the industry can benefit from properly onboarding the employee and providing adequate training, to [help] them learn and gain satisfaction,” said Felicia Loo, a food safety consultant with SFPM Consulting.
Other experts feel business leaders need to start looking outside the industry to help solve the labor shortage.
“Now is the perfect time for all industries to source talent from non-traditional places to raise up, and expand, the skills of those often ignored and left on the margins,” said Julie Lamonthe-Jensen, principal of Moxie HR Strategies. “This includes, but is not limited to, recent immigrants, previously incarcerated individuals, those with mental, neurological development or physical disabilities, or similar. There are national and state-wide programs dedicated to the employment of populations that have historically been shut out of opportunities to earn a living