(upbeat jazz tune)
This is actually comfortable.
It’s also like slightly off.
Today, I am drinking
a No-Li Imperial Stout
from Northern Lights Brewery, or No-Li.
No-Lee is an incorrect pronunciation.
This is a big bottle.
Mm, oh that is so good.
Welcome to beer.
Welcome to beer!
Welcome to Beer with Emsi Burning Glass.
I’m Caleb Courtney.
Today, we’re going to be talking
about the Conference Board
and a series of reports
that we’re gonna be coming out with.
By now, we’ve all seen
the help wanted signs,
experienced the slowed service
or the limited store hours,
and have probably even
felt the extra workload
in our own jobs as a
result of our coworkers
leaving to take new opportunities.
According to an August survey
by the National Federation
of Independent Businesses,
50% of companies say that
they can’t fill their open positions.
The Conference Board reports
that number increases to 86%
for companies trying to
hire blue collar positions.
That’s the highest rate in history.
But the good news is there
are workable solutions
you, as an employer,
can consider to ease
your search for talent.
With our partner at the Conference Board,
we’re preparing a report,
looking at what employers can do
and are already doing
to get the workers they need.
I almost made it through a sentence.
I should’ve picked something lighter.
Let’s get the obvious
solution out of the way first.
If the type of work you need people to do
can be done remotely, hire remote talent.
You’re hired!
– Yes!
– Obviously this isn’t
an option for every job,
but for a lot of roles,
you can expand your pool of candidates
by looking outside your metro area.
You might even be able
to find talent for less.
Another solution is
offering a signing bonus.
Lots of employers are
moving in this direction.
In our job posting analysis,
we’ve seen that in blue collar jobs,
signing bonuses have doubled since 2020.
One suggestion is to
distribute your signing bonuses
over periods of time to keep
people on the job longer.
Also ask yourself if you really need
all the education requirements
in your job postings.
A specific kind of
education may be essential
for the job you’re trying to fill,
but in other cases,
asking for a degree may
be limiting your options.
Focus on hiring people
with a few key skills you absolutely need,
and then train them for the rest.
Lastly, be specific about salary
and other benefits in
your job descriptions.
Adding this information
can make your openings
more attractive and
generate more applications.
The percentage of all job postings
that include salary information
increased 66% since 2016.
One thing is for certain.
Employers are the learning that
they can’t pay their
way out of this problem.
Instead, employers must
create a people strategy
that addresses their
needs over the short term
and the long term.
That’s where we can help
here at Emsi Burning Glass.
Whether it’s insight into wage inflation,
your new remote competition
or emerging skills,
it is crucial to your success as a company
to have an accurate and real time view
of the labor market.
Stay tuned to find out
more our upcoming report
with the Conference Board.
This has been beer with
Emsi Burning Glass.
Cheers.
Oh, that’s so good.
That is really good.
Seriously, you should grab a glass.
This is really good.
