Legal compliance is crucial for organizations of all sizes. But legal concerns don’t only affect a company’s core business; they also affect its recruitment practices. Learning about recruitment compliance laws can help you ensure your organization avoids legal trouble and a poor reputation.
What Is Recruitment Compliance?
Recruitment compliance describes a hiring or recruitment strategy that complies with relevant laws and regulations. Employment law differs from country to country and state to state, but these laws govern the relationship between employers and employees, including how employers hire their employees.
Why Is Recruitment Compliance Important?
Failure to comply with relevant laws and regulations could result in fines and potentially even criminal proceedings — so, the stakes are high. But apart from these worst-case scenarios, there are intangible consequences of not following best practices of recruitment compliance.
Organizations that don’t hire and recruit in an above-board manner can gain a reputation as bad employers. A negative employer brand can hinder a business’s talent acquisition strategy. Candidates want to know that the organization to which they’re applying has a fair and just hiring strategy, and that the organization will treat their personal data properly.
Key Compliance Laws Recruiters Need To Know About
What affects the compliance of your recruitment strategy depends on your location. Let’s look at a few laws that affect regulatory compliance in different regions:
The United States
EEOC: The U.S. Equal Employment Opportunity Commission enforces federal laws that illegalize discrimination against job applicants and employees because of their race, color, religion, sex, national origin, age, disability or genetic information.
OFCCP: A part of the Department of Labor, the Office of Federal Contract Compliance Programs works to ensure that employers who work with the federal government comply with laws and regulations relating to nondiscrimination.
FCRA: Title VI of the Consumer Credit Protection Act, the Fair Credit Reporting Act, has wide-ranging effects, but as it regards hiring, the act regulates how employers can implement background checks and credit reports on applicants.
International
GDPR: The EU General Data Protection Regulation is a legal framework that protects the personal data of individuals — including job applicants — in the EU and beyond.
Right to work: There are various right-to-work laws and regulations across the globe. They often prohibit union security agreements between employers and labor unions.
How To Stay Compliant During the Hiring Process
Let’s look at five aspects of the recruitment process and what you can do during each to stay compliant with relevant rules:
Job Posting
Recruiting compliance is so relevant to hiring practices that it even affects what a human resource manager or a recruitment agency does before ever communicating with a potential candidate. It begins with how an organization or staffing agency advertises a job opening. The job description must be accurate and transparent. And misinformation in the job posting could be a compliance issue.
In some U.S. states, this includes salary transparency, meaning the organization is required by law to post salary ranges with their job posts. It can be beneficial to include this information regardless of your organization’s location, as being transparent and honest can attract more candidates who are truly interested in working for your business. It’s also important to ensure that job descriptions are accessible to individuals with disabilities. All this applies to traditional job boards, but it should also inform your social media hiring.
Screening & Interview
Recruitment regulations also affect the screening and interviewing processes. Any test a company puts forward as part of a job application should directly relate to the core duties of the available position. It’s also key to ensure all candidates have equal access to tests. This may mean offering accommodations to candidates who have disabilities.
Background Checks
Employers, recruiters and staffing agencies must inform candidates that a background check is part of the hiring process. This may mean obtaining written consent is necessary. Furthermore, several U.S. states and various nations prohibit asking about criminal history early in the application process. If a candidate has a criminal history, it’s important to consider if the nature of the offense and when it occurred are relevant to the position.
Record-Keeping
Maintaining complete recruitment records is a best practice and the law in many jurisdictions. For example, the EEOC mandates keeping recruitment records for at least one year after making a hiring decision. It’s also necessary to store candidate data securely to comply with data privacy laws.
How ApplicantStack Supports Recruitment Compliance
ApplicantStack allows for a quicker and more efficient hiring process. But this doesn’t come at the expense of compliance. In fact, you can use our solution to enhance your compliance initiatives.
ApplicantStack offers advanced data security and privacy, so you’re not at risk of mishandling candidates’ information. It’s also an effective applicant tracking system, offering standard reports that make it easy to store and keep track of all the relevant forms and data you need to demonstrate compliance.
Ready To Streamline Your Hiring and Stay Compliant?
Schedule a demo today and find out how ApplicantStack can help you with recruitment compliance.
Hiring the right person can make or break your team. We’ve all been there—spending weeks interviewing candidates, only to realize three months later that your new hire isn’t quite the right fit. It’s frustrating, expensive, and a bit demoralizing for everyone involved.
The good news? You can dramatically improve your chances of making a great hire by following three straightforward steps. These aren’t revolutionary concepts, but they’re often overlooked in the rush to fill an empty seat. Let’s walk through each one.
Step 1: Define Success Before You Start Looking
Most hiring managers jump straight into writing job descriptions without clearly defining what success looks like in the role. This is like trying to hit a target you can’t see—you might get lucky, but you probably won’t.
Start by having an honest conversation with your team about what this person needs to achieve in their first 90 days, six months, and year. What specific outcomes would make you think, “Yes, this hire was absolutely worth it”?
For example, instead of listing “strong communication skills” in your job description, define what that actually means. Do you need someone who can present to senior leadership? Someone who can explain complex technical concepts to non-technical stakeholders? Or perhaps someone who excels at written communication for client reports?
The more specific you are about success metrics, the easier it becomes to identify candidates who can actually deliver them. Plus, candidates appreciate clarity, as it helps them self-select and saves everyone time.
Step 2: Look Beyond the Resume
Resumes tell you what someone has done, not how well they did it or how they think. While experience matters, it’s not the whole picture. Consider adding a practical element to your hiring process. This doesn’t mean asking candidates to work for free, but rather creating a realistic scenario that mirrors the actual work they’d be doing. A marketing candidate might walk through how they’d approach a campaign brief. A developer might explain their thought process for solving a common technical challenge.
Pay attention to how candidates approach problems, not just their final answers. Do they ask clarifying questions? Do they consider multiple solutions? How do they handle uncertainty?
References are another goldmine that many hiring managers don’t fully utilize. Instead of just confirming employment dates, ask specific questions about the candidate’s performance. “Can you give me an example of when Sarah had to handle a difficult client situation?” will tell you much more than “Was Sarah a good employee?”
Step 3: Involve Your Team in the Decision
Your new hire won’t just be working for you—they’ll be working with your team. Yet many managers make hiring decisions in isolation, then wonder why team dynamics feel off.
Include key team members in the interview process, but give them specific areas to focus on. One person might assess technical skills, while another evaluates cultural fit. This approach gives you multiple perspectives and helps ensure the candidate can work effectively with different personality types.
After each interview, gather feedback systematically. What did each interviewer observe? Were there any red flags or particularly impressive moments? Look for patterns in the feedback. If multiple people have concerns about the same thing, it’s worth paying attention to.
Remember, hiring is a team sport. The more invested your team feels in the process, the more likely they are to support and integrate the new hire successfully.
Getting Started
Quality hiring doesn’t happen by accident. It requires intention, structure, and a willingness to invest time upfront to save headaches later.
Before your next hire, take thirty minutes to work through these three steps. Define what success looks like, plan how you’ll assess beyond the resume, and decide who from your team should be involved. Your future self (and your team) will thank you for it.
Great hires are out there—you just need the right process to find them. With ApplicantStack, it’s easier and more efficient to identify top talent and move them through the funnel faster. Utilize this applicant-tracking system to improve your recruiting process and find the best person to fill an open role.
Whether your company is facing a hiring freeze or simply properly staffed, you may not be actively hiring at the moment. Some employers are tempted to terminate their applicant-tracking system during such periods, as they aren’t using it to recruit and bring on new staff. But we’re here to tell you that doing so can actually cause more problems. Check out why maintaining an applicant tracking system (ATS) subscription is valuable even when hiring isn’t an immediate focus.
The Value of Staying Prepared
The hiring landscape can change quickly; having your ATS ready ensures you can hit the ground running when the time comes. Whether you’re dealing with a sudden or unexpected departure or the need to fill a newly created position, you’ll be glad to have acces to the system when the need arises.
ApplicantStack also makes it easy to organize applicant data long before positions open up. Stored job descriptions and pre-built workflows streamline the hiring process. Your future self will appreciate the simplicity of creating and sharing a job posting when you do need to hire.
Build a Candidate Pipeline
Your applicant tracking system can also help you be ready with a pool of qualified candidates. When individuals apply for roles with your company but aren’t selected, keeping their information in the system is highly beneficial.
Features like tagging strong resumes for future roles and organizing candidates by skillset or experience level are available in ApplicantStack, and they make it easier to go back and find an applicant who would be a great fit for a newly opened position. Pre-built candidate pipelines can save days of work when a job opening arises.
Analyze Your Past Hiring Efforts
It also makes sense to maintain your applicant tracking system to analyze past efforts and identify efficiencies. Downtime is ideal for reviewing previous hiring metrics, identifying problems, and improving your processes. Look at key hiring metrics like time-to-hire and cost-per-hire, as well as any bottlenecks that may be occurring when making decisions about how to move forward. Use this data to enhance your recruiting efficiency for the next hire.
Create or Update Job Templates
During periods of hiring downtime, why not refine job descriptions and application templates? By staying on top of these efforts when you do have time, you can avoid making rushed decisions or hurrying to get something posted in an effort to fill an open role as soon as possible.
It’s also smart to collect data to determine how well specific posting details resonate with candidates. Use tools like A/B testing to figure out which jobs get more clicks and applications.
Explore Features
When you’re rushing to hire, you don’t have a lot of extra time to explore the features and functionality within the platform. Slower periods are perfect for that. For example, you could utilize the Document functionality in ApplicantStack to create offer letter templates and other resources that will further streamline your hiring process.
Maintain Your Brand Presence with Candidates
Your applicant tracking system can also help the company maintain relationships with potential candidates during slower hiring periods. Collecting applicant data allows you to stay in touch through email campaigns or newsletters to update the group about your company and keep them engaged. While you’re thinking about your company’s brand presence, why not make some enhancements to the branding of your job board? It’s highly customizable within ApplicantStack and helps your company stand out.
Utilize ApplicantStack to the Fullest
Maintaining an applicant tracking system during slower hiring periods is an investment in your company’s future success. It ensures you’re prepared to act quickly when new roles open, keeps valuable candidate data accessible, and allows you to refine your hiring processes to be more efficient and effective.
Instead of seeing ApplicantStack as a tool solely for times of active recruiting, think of it as an essential part of your overall talent strategy—one that helps you stay ready, organized, and ahead of the curve. Utilizing your downtime to optimize your system will set the stage for smoother, faster, and more strategic hiring when the time comes.
You can also take advantage of our Knowledge Base, which is packed with articles designed to help you make the most of your ATS. We host regular webinars that help clients learn how to maximize the features and functionality for their needs. Our team is here to support your business in times of hiring and beyond!
The nursing shortage in the United States is a mounting challenge that impacts patient care, staff wellbeing, and healthcare efficiency. With the U.S. Bureau of Labor Statistics estimating over 193,000 annual openings for registered nurses through 2032, organizations must act swiftly to secure skilled talent.
The escalating demands of an aging population, combined with workforce turnover, have created a severe gap. While healthcare facilities are dealing with this increased demand, nursing school enrollments and applications have not risen in parallel, worsening the situation. Additionally, burnout and high turnover rates are exacerbating the crisis.
To attract and retain skilled nurses, healthcare organizations need robust tools. ApplicantStack, a leading applicant tracking and onboarding solution, empowers healthcare providers to tackle the shortage effectively by streamlining hiring processes and improving candidate experience.
Understanding the Nursing Shortage
The nursing profession has been heavily impacted by both long-term trends and unprecedented disruptions.
Demand for nurses is skyrocketing: Advances in healthcare and an aging population have increased the demand for high-quality care. However, nursing schools are not producing new graduates in sufficient numbers to meet this need.
Staff attrition is compounding the problem: Turnover has become a persistent challenge. Nurses are leaving the workforce due to burnout, dissatisfaction, and pursuit of better work-life balance—factors that have only grown worse since the COVID-19 pandemic.
This growing gap creates ripple effects across the healthcare system. Patients may experience longer wait times and delays in care. Nurses at existing facilities face heavier workloads, leading to even higher stress levels. Without intervention, healthcare providers risk losing ground in both service quality and operational efficiency.
The Role of Turnover and Burnout in the Crisis
Turnover and burnout are critical drivers of the nursing shortage. Many nurses, burdened by excessive workloads and high-stress environments, leave their roles for better opportunities—or exit the profession altogether.
What Causes Burnout in Nursing?
Burnout among nurses often stems from prolonged exposure to physical, mental, and emotional exhaustion. High-stress situations, combined with inadequate support or recognition, wear down even the most dedicated professionals.
Common triggers include:
The emotional toll of caring for critically ill patients
Balancing heavy caseloads
Understaffed shifts putting more pressure on fewer workers
A lack of resources to perform effectively in their roles
Turnover’s Ripple Effects
When experienced nurses leave, the resulting staffing shortages force remaining team members to take on additional work. This creates a vicious cycle, perpetuating burnout and increasing turnover rates further.
Additionally, a high turnover rate negatively affects an organization’s budget and productivity. Recruitment, hiring, and onboarding processes require time and investment—and these resources are drained when roles remain unfilled or constantly cycle through new hires.
How ApplicantStack Supports Healthcare Organizations
Addressing burnout and turnover is critical to preserving the well-being of nurses and ensuring effective patient care. This is where tools like ApplicantStack can make a difference.
Streamlining the Hiring Process
One of the most effective ways to address the nursing shortage is by accelerating the hiring process and attracting top talent efficiently. ApplicantStack is a proven applicant tracking system (ATS) designed to equip healthcare hiring managers with the tools needed to fill positions faster.
Through streamlined workflows and customizable options, ApplicantStack reduces time-to-hire while helping organizations secure qualified candidates. Key features include:
Job Posting Management: Easily post job openings to multiple platforms, reaching a broader audience and capturing the attention of active job seekers.
Resume Parsing: Automatically sort through resumes to identify candidates that meet the job requirements, saving valuable time for hiring managers.
Candidate Rankings: Rank candidates based on customizable criteria to ensure the most qualified applicants rise to the top.
Collaboration Tools: Allow teams to review, comment on, and share feedback on candidates, making communication seamless during the hiring process.
By leveraging ApplicantStack, healthcare organizations can cast a wide net, attracting skilled nurses while reducing the time roles remain unfilled.
Enhancing the Candidate Experience
A positive candidate experience is essential when competing for nursing talent. ApplicantStack simplifies the application process, making it faster and more intuitive for job seekers to apply for open roles.
Automated communication keeps candidates informed about their application status, ensuring they remain engaged. Additionally, customizable workflows allow organizations to create personalized interactions, reflecting their commitment to making candidates feel valued. These seemingly small actions contribute to a positive image that can tip the balance in a competitive job market.
Supporting Effective Onboarding
Once a new nurse is hired, the role of ApplicantStack doesn’t end. Its integrated onboarding tools help healthcare providers prepare new hires for success from day one.
Key onboarding features include the ability to provide new employees with essential documentation, training materials, and orientation agendas—all in a digital, easily accessible format. Automated task management ensures no steps are missed, promoting consistency and reducing last-minute hiccups.
A well-structured onboarding process has clear benefits for retention. It enables new staff to feel confident and supported, which reduces the likelihood of early turnover. Nurses who are set up for success from the start are more likely to remain loyal and thrive within their roles.
Real-World Application
Various healthcare organizations have already used ApplicantStack to transform their hiring and onboarding practices. By leveraging its tools, they’ve filled staffing gaps more quickly and created scalable processes to address turnover.
The efficiency gains also free up time for HR teams, allowing them to focus on strategic initiatives that benefit the broader organization.
Turn the Hiring Challenge into an Opportunity
The nursing shortage continues to put pressure on healthcare organizations, threatening their ability to deliver consistent, high-quality care. However, with a proactive strategy and the right tools, facilities can combat these challenges head-on.
ApplicantStack offers the technology needed to streamline hiring and onboarding processes effectively. From reducing the time it takes to fill a position to increasing retention through better candidate experiences, its features ensure no opportunity is missed in securing top nursing talent.
It’s time to transform this crisis into an opportunity for improvement. Discover how ApplicantStack can empower your healthcare organization to recruit and retain the nurses you need. Explore the platform’s features or schedule a demo today to start closing that talent gap.
Panel interviews can feel overwhelming for job candidates. One moment they’re having a normal conversation, and the next, they’re fielding questions from three different people while trying to remember everyone’s names and job titles.
But here’s the thing: panel interviews don’t have to be intimidating or chaotic. When done right, they’re actually one of the most effective ways to evaluate candidates and make hiring decisions.The problem is that many organizations jump into panel interviews without much planning. They throw a few people in a room, hope for the best, and wonder why the process feels disjointed. Meanwhile, candidates leave feeling confused about what just happened.
This post will walk you through everything you need to know to make panel interviews work better for everyone involved. Whether you’re conducting them or preparing for one as a candidate, these practical tips will help you get the most out of the experience.
Why Panel Interviews Matter
Panel interviews serve a specific purpose that one-on-one interviews can’t match. They’re designed to give you a fuller picture of a candidate by bringing together different viewpoints and expertise. Think about it: when you hire someone, they’ll be working with multiple people, not just their direct manager. A panel interview simulates that dynamic and shows how well someone can handle input from various sources.
The benefits are clear. You get diverse perspectives on the same candidate, which helps you spot strengths and concerns you might miss in a solo interview. Different panel members can focus on different aspects—one person might evaluate technical skills while another assesses cultural fit.
Panel interviews also help level the playing field. It’s harder for unconscious bias to creep in when multiple people are making the assessment. Plus, they’re efficient. Instead of scheduling separate meetings with four different people, you can get everyone’s input in one session. But these benefits only show up when panel interviews are executed well. Without proper planning, they can become overwhelming for candidates and frustrating for interviewers. Some panels turn into interrogations, while others lack focus and waste everyone’s time.
Setting Up Your Panel for Success
The foundation of a good panel interview happens before anyone walks into the room. It starts with assembling the right team and giving them clear direction.
Building Your Panel Team
Your panel should represent the different perspectives that matter for the role. If you’re hiring a marketing manager, you might include someone from the marketing team, a person from sales, and someone from the leadership team. Each person brings a different lens to the evaluation.
Aim for three to four people maximum. Any more than that, and you risk overwhelming the candidate. Any fewer, and you lose the main advantage of having multiple viewpoints. Make sure your panel members actually want to be there. Someone who’s just going through the motions won’t contribute much and might even detract from the experience.
Defining Roles and Responsibilities
Once you have your team, assign specific focus areas to each person. Maybe one person leads the technical questions, another explores problem-solving abilities, and a third person focuses on team dynamics and culture fit. This doesn’t mean each person can only ask about their assigned area, but it ensures you cover all the important ground without too much overlap.
Create a structured plan with a clear agenda. Decide who will ask which questions and roughly how much time you’ll spend on each topic. Share this plan with your panel members ahead of time so everyone knows what to expect.
Preparing Your Team
Not everyone is naturally good at interviewing, so spend some time preparing your panel members. Review the job requirements together and discuss what you’re looking for in an ideal candidate.
Review effective questioning techniques. Open-ended questions usually work better than yes-or-no questions. Also discuss the importance of letting candidates finish their responses and building on each other’s questions rather than jumping to completely unrelated topics.
Making Candidates Feel Welcome
Panel interviews can be nerve-wracking for candidates, so do what you can to set them up for success. This effort starts with clear communication before the interview. Let candidates know they’ll be meeting with a panel, who will be there, and what each person’s role is. Share the general format and timeline so they know what to expect. This transparency helps reduce anxiety and allows candidates to prepare more effectively.
During the interview, start with proper introductions. Have each panel member introduce themselves, explain their role in the organization, and briefly mention what they’ll be focusing on during the interview. This helps candidates understand the context for different questions. Create a welcoming atmosphere from the start.
Conducting the Interview
The actual interview requires coordination and awareness from everyone involved. As the interview progresses, pay attention to the overall dynamic and make adjustments as needed.
Avoid rapid-fire questioning where different panel members jump in with unrelated questions. Instead, let conversations develop naturally. If one person asks about a project the candidate worked on, others can build on that topic before moving to something new.
Watch for signs that the candidate is feeling overwhelmed. If they seem confused or stressed, slow down and give them space to think. Remember, you want to see their best performance, not how they handle unnecessary pressure. Take strategic notes, but don’t spend the whole time writing. Focus on key insights and specific examples rather than trying to capture every word. You’ll have time to compare notes with your team afterward.
After the Interview
The work doesn’t end when the candidate leaves the room. What happens next is crucial for making good hiring decisions and maintaining a positive candidate experience.
Team Debriefing
Schedule a debrief session immediately after the interview while everyone’s impressions are fresh. Start by having each person share their overall thoughts, then dive into specific areas. Use a structured approach to evaluate candidates. Create a simple scoring system based on the key criteria for the role. This helps ensure you’re making decisions based on relevant factors rather than who was most memorable.
Be honest about concerns, but also make sure you’re distinguishing between personal preferences and job-relevant issues. Someone might have a different communication style than you’re used to, but that doesn’t necessarily make them a poor fit.
Following Up
Regardless of your decision, provide thoughtful feedback to candidates who went through a panel interview. They invested significant time and energy in the process, and constructive feedback helps them improve for future opportunities.
Panel interviews can be incredibly effective when done thoughtfully. They provide richer insights than solo interviews and help ensure you’re making well-rounded hiring decisions. The key is preparation, clear communication, and keeping the candidate experience front and mind.
Making Panel Interviews Work for Everyone
Panel interviews don’t have to be stressful ordeals. With proper planning and clear communication, they become valuable tools for making better hiring decisions while giving candidates a genuine sense of what it’s like to work with your team. The most successful panel interviews feel more like collaborative conversations than formal interrogations. They give candidates a realistic preview of the team dynamic while helping you assess how someone might actually perform in the role.
Start implementing these practices in your next panel interview. Focus on preparation, clear roles, and creating a welcoming environment. Your candidates will appreciate the thoughtful approach, and you’ll get better insights to make confident hiring decisions.
Interviewing is easier with ApplicantStack, a platform designed to streamline the hiring and onboarding process. Explore how you can get everyone on the same page with a robust tool that simplifies your recruiting efforts.
A staffing shortage can be stressful on everyone in a business: managers, employees, customers, and clients. The pandemic disrupted the job market in a way that’s been difficult for some industries to fully recover from. Here are some ideas to cope with the challenge of finding staff for every position.
National Staffing Shortage Trends
According to the U.S. Chamber of Commerce, “The U.S. is in a worker shortage, meaning if every unemployed person found a job, there would still be open jobs.” Participation of workers ages 24 to 54 years old in the labor market reached a 20-year high in 2023.
The numbers don’t tell the whole story, though. For some industries that means a surplus of workers, while others are seeing major shortages. As of May 2025, the leisure and hospitality industry, for example, finds itself well-staffed, whereas professional and business services report around 50 percent job openings. Nursing is another industry with a projected shortage based on the number of nurses expected to enter the workforce in the next 8 years.
Though the perception may be otherwise, the Chamber of Commerce reports that “across all industries, hiring rates have continuously outpaced quit rates.” Still, if your business has experienced more turnover than you’d like, those statistics may be cold comfort. And the nature of daily work in many industries has changed since the pandemic necessitated remote work; some workers never want to go back to full-time, in-office schedules. These flexible options may affect how your company can compete for top talent.
Effects of a Staffing Shortage
A staffing shortage may affect your company in the following ways:
Retention: When current employees perform the job of two people, they may get burned out or resentful, especially if the extra work isn’t what they’re specifically trained for. They may decide to resign, leaving your company with an even bigger shortage.
Decreased Productivity: There are only so many hours in the work day, and a skeleton crew may not physically be able to meet production or customer service goals or meet project deadlines.
Lowered Morale: It can be challenging to promote a positive and robust company culture in the face of overworked employees. You may not have time to implement perks or initiatives that contribute to a positive workplace.
Safety: In some industries, such as manufacturing or retail, an unfilled job on a production line can lead to accidents, or a retail employee may end up working alone. In the healthcare industry, shortages can affect patient care.
How to Manage a Staffing Shortage
Knowing the trends and concerns can be helpful for the big picture, but when your company’s daily bottom line is affected by staffing shortages, you need more than just facts. Here are five practical suggestions to try.
Hire temporary staff
In healthcare especially, this may be a critical stopgap to make sure patient care isn’t compromised. In other industries, consider replacing support staff like assistants or receptionists with temporary or virtual staff. This can allow longer-term employees currently filling those roles to take on more critical work in other areas. For example, a long-time executive assistant may be well-suited to assist with HR tasks. These additional responsibilities should be fairly compensated. Extra work shouldn’t be seen as a favor.
Communicate with current staff
Open communication has two advantages. One, it shows the current staff who may feel anxious and overworked that their concerns are real and valid. You can describe how you’re approaching the job searches, solicit referrals (with incentives!), and celebrate when open positions are filled. Two, it can yield interest from current employees who may be interested in changing roles or taking on additional work.
Solicit employee feedback
When you’re stretched thin, it may seem counterintuitive to spend more time with employees in one-on-one sessions, but it’s crucial to help employees feel heard and validated. Take their concerns to the appropriate people and make sure that the company acts on their feedback. More frequent meetings can help you take the temperature of company morale.
Offer more perks
Feedback may show that some employees are willing to take on additional tasks if they can work on an adjusted schedule or remotely. Work flexibility can offer support in the way your team needs. You may consider adding additional PTO hours, adding vacation days, or even monetary bonuses. Other perks may include break room snacks and drinks, lunch on the company at regular intervals, company swag, upgraded workspaces, afternoons off for wellness activities, or organizing office events like book clubs or trivia nights.
Offer upskilling education
Pay for community college courses or development programs for current employees to develop the skills to take on additional tasks or advance in their careers. You may find that an influx of newly-trained employees allows some company reorganization. An open position may be coverable by a few employees and no longer needs to be filled.
Use the right tools
With ApplicantStack, you can shorten the time to hire while reaching a wider pool of qualified candidates. Using this applicant-tracking system streamlines the recruiting and hiring process. Onboarding tools also make it easy to bring new hires up to speed, reducing the effects of the staffing shortage. Try it for free today!
Staffing shortages may feel like an insurmountable challenge, especially when you find yourself competing for top talent. With some open communication, compassion for current employees, and some strategic thinking, you can find ways to boost morale and keep the company moving forward.
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