Even before the pandemic, hiring came with its own set of challenges and costs. Amid the COVID-19 pandemic, though, there are additional issues to consider. For example, some employers have reported difficulty attracting candidates for lower-paid positions and have suspected that extra unemployment benefits are at least partly to blame (though there are debates about whether this is true). Others have expressed difficulty hiring because they can no longer participate in in-person job fairs or other recruiting efforts.

If you're looking to hire employees right now, here are five ways to overcome some of the challenges of today's labor market.

#1: Ensure your hiring criteria is on target

If you have difficulty filling a position, you may need to expand your search or reevaluate your criteria. For instance, perhaps there isn't an exact match for the skills you need, but there are candidates with related skills and on-the-job training that could fill in those gaps.

Also, if your educational requirements exceed those needed for the position, it may be difficult to fill the role and you may be overlooking otherwise qualified candidates. For example, not every job requires a bachelor's degree, but many employers include it as a qualification regardless of the position. To avoid credential inflation, look carefully at each position and identify the job-related skills needed in order to be successful. Consider the following questions:

• Is there a law or regulation that requires a certain level of education, certification, or licensing for the position? For instance, certain jobs in healthcare, social services, or professional services may require advanced degrees and/or licenses and certifications.
• Are there real differences in the jobs for which you would require a college degree and those for which you don't?
• What percentage of existing employees in the same role have a college degree? How does performance compare among employees with and without a degree?
• Can relevant work experience and nontraditional paths (such as community-based training, code-writing academies, and apprenticeships) be a substitute for formal education?
• Would on-the-job and other training be a viable alternative to education requirements?
• Would you be using education as a proxy for other skills, such as reading and writing? If so, is there a better way to assess those skills without requiring a degree?
• Would the skills and knowledge obtained through a college degree be transferrable to the job?
• Do certain credentials provide a competitive advantage and make a difference in clients' decision-making process?
• What are the costs of recruiting, compensation, and turnover for employing workers with a degree compared to those without a degree?

Likewise, resist the urge to focus solely on prestige, such as experience at a big-name company or a degree from an Ivy League college. Look carefully at the position and determine the job-related requirements needed.

#2: Be competitive

Review salary surveys to compare your company's pay data with other businesses similar in size, industry and location. Even if your company is unable to offer a high base salary, consider a mix of direct and indirect compensation. Direct compensation includes wages, salaries, commissions, and bonuses. Indirect compensation may include health insurance, paid time off, retirement plans, and other benefits. The right mix can help you attract top talent while managing labor costs.

Additionally, think about other attributes that make your company environment unique, such as flexible work schedules, professional development, or other perks. Make sure that your recruiting and hiring efforts emphasize what sets you apart from other employers. You may also want to consider sign-on bonuses and other incentive pay to help attract candidates.

#3: Expand your search

Use a wide variety of sources to find potential job candidates, such as:

• Employee referrals. If you decide to offer a referral bonus, establish a written policy addressing eligibility and other program rules.
• Company website. Many employers have found success by posting their job openings on their company website. This is typically done via a "careers" page that enables candidates to browse, and apply to, your job openings.
• Social media. If you have a presence on social media, share job openings with your followers. More than likely, this group is already engaged and committed to your company's mission. Even if your followers aren't looking for a job themselves, they may know someone who is.
• School and community job boards. Most universities have online job boards that allow students and alumni to search for employment. Many community-based, professional, and trade organizations also host job boards. To help promote diversity, seek out organizations and schools that serve communities that are underrepresented in your current workforce.
• Veterans Job Bank. The federal government has resources to help connect employers and veterans looking for work. Employers that hire veterans may also be eligible for tax credits (contact your tax advisor for more information).
• Workforce Recruitment Program. The federal government's Workforce Recruitment Program connects employers to a database of college students and recent graduates with disabilities seeking employment. There are also tax incentives available for employers that hire and accommodate people with disabilities (contact your tax advisor for more information).
• Previous applicants. Another low-cost option is to look to the applications you have on file. Perhaps there's a candidate who wasn't the right fit for a previous opening, but is a good fit this time around.
• Rehires. You may also want to look to former employees to fill job vacancies. This can be an attractive option if the individual was a strong performer since they already have a proven track record with your company.
• Virtual job fairs. Instead of traditional jobs fairs, some employers are participating in job fairs online. These virtual job fairs are hosted and/or promoted by job boards, groups that produce traditional job fairs, and other organizations.

#4: Use inclusive language

Ensure that job advertisements and job descriptions use language that encourages all groups to apply and avoid keywords or phrases historically associated with a particular gender. For example, if the position has specific physical demands, focus on the task that needs to be done, rather than how it's done (such as, the position requires "moving" 50 pounds, instead of "lifting" 50 pounds). Employees with disabilities may be able to perform the essential functions of the job with an accommodation, such as using a cart, dolly, or mobility aid.

Additionally, avoid language that could be construed to indicate a preference based on age or another protected characteristic. For instance, "this job would be ideal for someone young/recent college graduate." If the pay is lower, you can say that the job is entry-level or simply list the wage or salary. Never assume a worker wouldn't be interested in a job based on their age or the salary offered. Also, include an equal opportunity statement that demonstrates your commitment to diversity and inclusion.

#5: Highlight safety measures

Even with the increasing number of individuals who are fully vaccinated, potential job candidates may continue to have concerns about workplace safety. In recruiting materials, consider highlighting the efforts you are taking to keep interviews safe for candidates and the workplace safe for employees and customers.

Conclusion:

Both during and after the pandemic, make sure your recruiting and hiring efforts are effective, reflect your company's values and culture, and comply with applicable laws.