Author: Christina Boland

For many organizations, 2022 is a year to achieve some normalization and redirection in their workplaces. Companies have adjusted or reconstructed their business models from the harsh lessons they learned in the last two years.

Pandemic conditions exposed employment vulnerabilities and inequities in the workforce, dramatically affecting recruitment strategies. Talent recruitment is no longer as easy as a quick post on a social media job board. EHS candidates have greater expectations when considering future employment. It is a job seeker’s market, and recruiters and hiring managers must be highly skilled to procure the talent that will assist businesses in the comeback they are targeting.

The pandemic has driven people to abandon or rethink their career paths. This trend has created a skills gap in the job opportunities and the individuals qualified to fill them. With more openings than properly skilled candidates, companies are finding competition for attracting the right job applicants extremely stiff. Successful organizations must be proactive to secure the best and brightest EHS talent possible.

Staying up to date with these top EHS hiring trends of 2022 will help you attract the high-quality candidates you need to move your business forward:

1. Early Engagement: Engaging EHS candidates early is an up-and-coming trend for successful hiring managers. Early engagement used to be a tool reserved for higher-level management and executive positions where the candidates were few. Now, the shortage is across the entire spectrum of the workforce. Even lower-level positions require more effort and creativity to fill than in previous job markets.

It’s now common practice for hiring managers to communicate with applicants early and frequently along the recruitment path. Establishing a relationship with candidates encourages them to choose your organization over another. While this trend is born out of the current market situation, look for its success to set it as a new standard in recruitment.

2. Screening tools can be helpful or misleading. Job posting websites have keyword search engines that approve or eliminate candidates based on keyword or phrase searches. Thus, if an EHS candidate does not articulate their qualifications in such a way to ‘please’ the search engine, the hiring manager may never even see the candidate’s application. Automating the review of a resume can be fairly ineffective as a talent screening tool. Additionally, unless a hiring manager is a skilled interviewer, an interview alone may not give an accurate picture of an individual’s skill level.

Skill tests have been standardized for many occupations and available for decades. These tests allow objective and effective evaluation of someone’s suitability for a position and can quickly point out someone who is not qualified. 

While EHS job skills are key, so is behavioral compatibility, i.e., the ability to work in teams, meet stressful deadlines, take constructive criticism, etc. These assessments explore an applicant’s motivation and work ethic, for example.

3. Remote work options provided an enticement in recruitment previous to the pandemic but catapulted when many individuals were mandated to do so. Once acclimated to the home/work option, workers realized savings in transportation and clothing costs, less weather and illness interruptions, and more ease in achieving a work-life balance. This increases the talent pool, as previously, a position may have required too much time away from home or involved an extended commute.

4. Diversity and inclusion are no longer buzzwords or simple attempts at presenting compliance with anti-discrimination laws. Recruiting and maintaining a culturally diverse workforce promotes creativity and innovation, and positively affects the bottom line. Recruiters now employ evaluation tools that were created to eliminate the bias that was previously embedded in recruiting processes.

Following these trends is key to the economic recovery that businesses are targeting over the next 12 months.

Navigating the new generation of EHS talent acquisition can be challenging. Working with a recruiting firm like Aarcher Talent will help you stay on top of these ever-evolving hiring trends.

Whether you’re trying to fill a permanent position or add specific skill sets for temporary projects, we offer a series of recruiting solutions, including permanent placement, temp-to-hire, and contracted staff services. Contact us to learn more about our services and how we can help you find the right candidates.

Resources:

10 EHS Trends to Watch in 2022, John Niemoller,  Perillon.com.

Hiring and Recruitment Trends to Expect in 2022, Eric Friedman, Forbes.

At the start of the COVID-19 pandemic, numerous companies conducted layoffs, leaving many workers out of jobs. However, as the vaccine becomes more widespread, restrictions loosen, and employees go back to the workplace, many people are quitting their jobs. 2.7 percent (4 million people) left their organizations in April 2021.

A survey from Microsoft found that 41 percent of workers globally are thinking about quitting their job this year. Experts say this trend is happening for various reasons. People are reevaluating their career paths, as the pandemic gave them time to reflect. Some individuals who didn’t like their jobs only stayed put because of the pandemic. Additionally, the ability to cash in on the increasing value of homes and the booming stock market prompted other workers to retire early.

Jason Furman, a Harvard economics professor, explains that there is a record number (9.3 million) of open positions in the United States. This is causing workers to quit their jobs for better opportunities. Many companies are offering higher pay and improved benefits to secure talented employees.

As a hiring manager, one of your top focuses should be to retain your talented staff. These strategies will help you ensure your best EHS employees stick around:

1. Provide opportunities for training and professional development.

Your most talented workers strive to improve their skills regularly and move their careers forward. When you encourage them to participate in training events, attend conferences, and take online courses, it enables them to build their professional strengths. Your employees will also likely be more committed to your organization and their work when you provide them with skill-building opportunities.

2. Give feedback and recognition to your employees on a regular basis.

When you provide your workers with feedback on what they’re doing well and where they could improve, they are more likely to produce high-quality work and feel dedicated to their job responsibilities. Scheduling regular meetings to check in with your employees and give them this feedback will demonstrate that you’re committed to providing them with the tools they need to do their jobs well.

According to Gallup’s annual study of the U.S. workforce, only one in three employees strongly agrees that they were given recognition for their work in the past seven days. Employees who feel as though their work isn’t appreciated are twice as likely to quit in the next year. That’s why it’s crucial to prioritize providing your team members with the recognition they need to excel in their roles. When an employee accomplishes a goal or makes a positive impact on a project, be sure to thank them for their work.

3. Consider offering new or improved benefits and perks.

Many companies are now offering flexible schedules and telecommuting opportunities, even as staff return to their facilities as pandemic restrictions loosen. This allows for improved work-life balance and typically increases productivity among teams. Additionally, providing improved health benefits, vacation and paid time off, and even gym memberships can help you become a competitive employer to secure top talent.

As more jobs open up and employers compete for highly qualified EHS workers, it’s essential to focus on retaining your staff. Providing professional development, feedback, recognition, and improved perks and benefits will help you keep your best employees engaged and committed to your company.

Resources:

Diving into the Great Resignation and What It Means for American Workers, Neal Freyman, Morning Brew.

Employee Recognition: Low Cost, High Impact, Annamarie Mann & Nate Dvorak, Gallup.

2020 taught HR leaders and hiring managers how critical it is to adapt their hiring plans to meet the new job landscape. There’s a good chance we will see even more shifts in the job market as the pandemic continues, the economy changes as a result, and COVID-19 vaccines are rolled out. Here are some 2021 hiring trends and insights predicted by employment website Monster.com to watch for:

1. Remote work will be the norm. Many organizations were quickly thrown into managing a remote workforce when the pandemic started. Remote flexibility was the second largest workplace policy change made by employers in 2020, according to research conducted by Monster. Working from home has allowed organizations to maintain safety protocols and continue to keep business moving forward. Overall, telecommuting was proven to be a successful way to work in 2020. When things return to normal, it’s likely that many companies will still operate remotely, at least partially.

2. Training current employees to expand their skill sets to fill roles will become critical. Although the unemployment rate is increasing, employers are finding it challenging to fill roles with qualified candidates. In 2021, we will likely see more organizations that engage in “upskilling” to train current workers to learn other skills that will help the company in areas that they are unable to fill positions with talented candidates. Consider finding those team members with transferrable skills that could fit well in the critical roles you need to fill.

3. There will be a focus on diversity and inclusion in hiring. 86% of candidates globally say that diversity, equity, and inclusion at work is important to them, and 62% of professionals would even turn down a job offer from a workplace that didn’t support diversity. Make sure to include across your brand messaging and job descriptions that you’re committed to diversity and inclusion. Focus on hiring individuals from a diverse array of backgrounds. Experience and qualifications shouldn’t be the sole things you hire based on. Look for traits like enthusiasm, adaptability, and creativity in EHS job candidates, which can help drive your organization forward. Candidates with these types of qualities are able to learn quickly and bring a positive attitude to the workplace.

4. Job candidates will want to know that your company is maintaining a safe workplace. Safety is a top priority for job applicants during the pandemic. Consider including your COVID-19 safety protocols in your job descriptions and on your career websites. It’s essential for your recruitment efforts to demonstrate that you care about the safety and health of your staff and that you’re taking implementing specific practices, such as social distancing, wearing masks, and sanitizing.

It’s difficult to make solid hiring predictions for 2021 amidst the pandemic. Staying on top of EHS workplace trends and insights as we move forward into the first quarter of the new year will be crucial in helping your organization navigate hiring. 

Resources:

2021 Hiring Trends: Monster’s Predictions for the New Year, Monster, Hiring.Monster.com.

3 EHS Trends Defining How Americans Will Work in 2021, Custom Truck One Source, CustomTruck.com.

It’s that time of the year again! Annual performance reviews. This year, the pandemic has made conducting reviews a much greater challenge than in previous years. However, don’t eliminate them altogether just because you can’t provide in-person assessments. It’s especially critical that you share with your employees the feedback they need to do their jobs well as we approach 2021.

Implement these best practices to prepare for and conduct annual reviews with your team members in a remote setting:

1. Clarify your expectations. The pandemic has changed the work landscape significantly. Assess exactly how your workplace has shifted and determine new expectations for staff that match it. During your performance review conversations, make sure your employees are on the same page as you regarding what is expected of them, regardless of whether they are working remotely, working in your facility, or both.

Consider checking in more often with your team members beyond annual performance evaluations. Keeping open lines of communication on your expectations is vital to smooth facility operations. Many people are still trying to navigate the new workplace, and being there to facilitate the shift will be critically important to your organization.

2. Make sure you understand your staff members’ situations. Being aware of what your employees are handling in addition to their work will help you better manage their performance and provide feedback during their annual reviews. This will also demonstrate your empathy as a manager. You can determine if a team member needs more flexibility in their hours to complete their work. Perhaps their child’s virtual learning may be affecting when or how they can work, for example. However, be careful when asking staff about personal matters. You can get a sense of the difficulties they’re experiencing, but avoid asking questions that are too specific, as they could violate employment law.

3. Share specific feedback. This year is more important than ever to consistently share what your workers are doing well and how they can improve. However, this shouldn’t only be during the annual performance evaluation. If there are performance issues, you don’t want to catch an employee off guard by first communicating that during their review.

4. Concentrate on performance outcomes, not the process. During performance reviews, it’s crucial to articulate to staff members the certain results you expect from their work. Focusing on the outcomes instead of the process allows team members more flexibility to utilize their skills and strengths.

While the pandemic has made conducting performance reviews more difficult, they’re not something you should consider getting rid of this year. Take the time to sit down with employees during a video call to provide the feedback they need to end the year and start 2021 on a positive note. 

5 ways to revamp performance reviews during the pandemic, Gwen Moran, Fast Company.

How to Do Performance Reviews — Remotely, Rebecca Knight, Harvard Business Review.

Even if you’re not currently hiring during the pandemic, now is the time plan for EHS recruitment in the future. Positions that were eliminated as a result of the health crisis will need to be filled again. Hiring may look quite a bit different than it did prior to the pandemic, so preparing now will help you navigate the new recruiting landscape.

Begin implementing these strategies to prepare for future hiring:

1. Ensure your remote technology is functioning well. Having the capabilities to interview potential candidates over a video communication platform, like Skype or Zoom, is crucial. Not only does it make the hiring process faster and more efficient, job candidates will expect it after working remotely for several months and communicating with their teams virtually. Companies should be sure that training and performance management can be conducted virtually as well.

2. Continue to seek out and communicate with well-qualified candidates. Even if you aren’t actively hiring at the moment, you still need to be looking for those talented candidates who would be a good fit for your company when you are ready to hire again. Organizations that wait to do so until they are ready to hire risk losing valuable time and potential candidates.

3. Consider offering a more comprehensive benefits package. The pandemic has led to many people being more conscious of the benefits their company provides. Your organization should consider offering a more comprehensive benefits package that includes greater health coverage, more flexible sick leave rules, and other benefits related to health and wellness.

4. Allow your employees to work remotely if it’s possible. Approving remote work for at least a few days a week will help keep your company running smoothly when everyone can’t be working in the facility at the same time. Moving toward developing a remote workplace culture will help you be ready to better manage more remote workers when you begin hiring again.

5. Consider hiring interim or temporary employees. When the economy starts running again and you need to get your recruitment moving forward quickly, you might have several roles to fill immediately. Instead of trying to fill them all with full-time workers, which typically requires a more in-depth hiring process, consider hiring temporary staff. Some of these hires could even convert to full time if they work out well.

6. Work with a recruiting team. Working with a recruiting firm can help you hire quality candidates when your company is ready to expand its team. Each organization’s EHS challenges and risks are unique, and finding candidates who are prepared to succeed in these critical roles involves much more than searching resumes for key words or relying on generalized experience descriptions. That’s where a recruiting team like Aarcher Talent can come in. We specialize in hiring EHS professionals, and we can help you narrow down applicants and match you with the most qualified candidates for your open positions.

Whether you’re looking to fill a permanent position or add specific skill sets for temporary projects, Aarcher Talent offers a series of staffing solutions, including permanent placement, temp-to-hire, and contracted staff services. We’re happy to chat with you about our services and how we can help you find the right candidates.

One of the most important things you can do for your EHS hiring strategy is to start preparing now. Even if you don’t have immediate plans to recruit new employees, implementing these strategies will help you be ready when you are.

Recruitment planning after a crisis, Monster, Hiring.Monster.com.

The economy has lost 13 million jobs since the beginning of the COVID-19 pandemic in the United States in March. Despite this grim statistic, many organizations are still hiring. An August 2020 survey of 600 human-resources and finance chiefs by Paycor found that more than half of small and midsize businesses plan to add full-time employees to their staff this year.

The job landscape of today is significantly different from the labor market at the beginning of the year. One open job can have hundreds of applicants, and most organizations are conducting their interviews virtually. Companies’ hiring needs are changing quickly.

These are the top insights in the hiring landscape amid the pandemic that you should be aware of:

1. Remote job opportunities are increasing significantly. Reopening the workplace is complicated with the need for strict social distancing, hygiene, and sanitation practices. Telecommuting is becoming the new normal as a result. The number of remote jobs that have been posted on Glassdoor has increased 53 percent compared to a year ago. Consider allowing your staff to work remotely at least some of the time to minimize the number of people inside your facility.

2. The interview process is becoming completely virtual. Most companies are conducting the entire hiring process, from screening to interviewing to testing, virtually from their computers. Even though you’re not face to face with your candidates, you can still provide them with an exceptional hiring experience by connecting with them via a video communication platform, such as Zoom or Skype, and keeping open lines of communication with them over email.

3. There has been a growth in online networking and training opportunities. Networking doesn’t have to be meeting people in person and having conversations for hours. Many companies are organizing virtual networking events and webinars, or have moved their courses and conferences that were initially supposed to be in person online. A few examples in the EHS industry include The Safer Safety Leadership Conference hosted by EHSToday, EHS & Sustainability Management Forum hosted by The National Association for EHS&S Management (NAEM), and our environmental training courses at Aarcher Institute.

The hiring landscape has changed significantly as a result of the COVID-19 outbreak. We will likely see more changes as employers continue to navigate the pandemic. As a hiring manager, it’s critical to stay current with industry trends to ensure you can provide the best hiring experience possible and secure high-quality job candidates.

Resource:

The New Rules for Landing a Job in the Covid Era, Kathryn Dill, The Wall Street Journal.

With the shift to remote work as a result of the global pandemic, employee engagement is now more important than ever. Motivated workers are crucial to keeping your organization running smoothly during this time of uncertainty. But how do you ensure your employees are engaged when you’re not seeing them in person each day?

Seventy percent of employee engagement is a direct result of great leadership, according to Gallup. As a manager, there are several things you can do to keep your remote EHS team on track and motivated:

1. Host virtual meetings. Seeing your employees face to face regularly, even if it’s not actually in person, helps you maintain good working relationships with them. Video communication platforms, like Zoom, Google Hangouts, and Skype, allow you to collaborate virtually and keep your staff on track. Additionally, consider having some casual hangouts with one of these video communication platforms that don’t necessarily involve discussing work. This will allow you to simply check in with employees and see how they’re doing.

2. Ensure your employees feel heard. During these uncertain times, your workers may feel concerned about their jobs or find it challenging to navigate working remotely if it isn’t something they’ve done before. Make it a priority to recognize your employees for the good work they are doing and let them know you are there to answer questions.

3. Maintain open lines of communication. As organizations carry out strategic plans to keep operations running with remote workers as they navigate the pandemic, there will inevitably be changes to policies and procedures. Keep your workers in the loop when there are any company updates or changes to help them feel more connected. Employees may have questions and concerns, so be sure they know you are available to address them.

4. Ask your staff for feedback frequently. Take the time to regularly ask your workers for feedback in various areas, including their ideas for improving client satisfaction, what resources they need to do their jobs better, and their input on how to better accomplish organizational goals. Not only will this make staff feel heard, but it will also bring a variety of ideas to the table to help you improve the company. Don’t simply listen to your staff member’s feedback — implement the good ideas.

As a manager, it’s likely that at least some of your EHS team members are working remotely. Making sure they are engaged will go a long way toward moving your company forward as the global pandemic continues. Use these tips to help you get started creating an engaged and motivated remote workplace culture.

Resources:

8 Easy & Creative Ways to Keep Remote Employees Engaged, Rea Regan, Connecteam.

How to Keep Remote Workers Engaged in a Virtual Team, Sammi Caramela, Business News Daily.

The global pandemic is rapidly changing the way we work. In just a few months, COVID-19 has significantly impacted the labor market. The unemployment rate in the United States is now in the double digits.

Organizations should be preparing for what business will look like after the pandemic. The EHS hiring process post-pandemic will be quite different than what you may have anticipated at the beginning of the year.

To set your company up to hire successfully during these uncertain times, you will need to consider these important things:

1. Develop remote hiring procedures. In the new normal of social distancing, you’ll need to be prepared to conduct a large part of the hiring process online. Sourcing and interviewing candidates and onboarding new employees can all be carried out virtually. It’s vital to invest in the proper solutions to hire applicants without meeting them in person, including a video communication service to conduct interviews. You might also consider leveraging technologies to support online job fairs and webinars.

As you determine the tools your organization needs, remember that it’s more seamless to utilize technologies that can easily integrate with your current applicant tracking system.

2. Be prepared for an increasing number of job applicants. In 2015, the average number of applicants per open position was 59. That number dropped to 27 in 2019 as a result of decreasing unemployment and the strong economy.

However, 20 million full-time workers globally are expected to lose their jobs during the pandemic. Your organization will likely see a sharp increase in the number of candidates applying for your open positions. You will have to prepare to handle a higher volume of job applicants than you are used to.

It will be critical for your company to use a recruitment solution that will help you manage the candidates while maintaining your hiring standards. You’ll need to be able to screen applicants quickly and reduce the list to a small number of talented candidates you would like to interview. There are recruiting solutions that allow you to automate the manual and repetitive parts of the hiring process, allowing you to have more time to engage with the most qualified applicants.

3. Leverage job assessments. COVD-19 has particularly impacted companies in industries like nonessential retail, leisure and hospitality, and travel, and it will take a long time for them to recover. Workers in these industries will be looking for jobs in new industries.

Just because these candidates don’t have direct experience in your industry, don’t reject them immediately. They may have transferable abilities and skills that could benefit your company. Utilize assessments to help you evaluate these capabilities. Skills, such as customer orientation and problem-solving, are essential in all jobs and industries.

As organizations transition back to the workplace, it’s going to be critical for employers to look ahead at how hiring will change over the next few years. Take the time to prepare your hiring managers for new procedures post-pandemic to hire the most qualified EHS employees for your open positions.

Resource:

Prepare for the post-pandemic job rush, Barend Raaff, EHSCareers.

Organizations are beginning to return to the workplace after telecommuting for the past few months due to the coronavirus (COVID-19) pandemic. Even if your company is continuing to work remotely for the foreseeable future, hiring new EHS employees may seem more challenging than it was prior to the pandemic. Use these strategies to help you hire strong EHS candidates amid the coronavirus outbreak:

1. Make sure people know your company is hiring. Many candidates who were searching for new jobs before the pandemic assume that most organizations aren’t hiring during this time. Be sure to make it known that your business is actively seeking new team members by listing all available jobs on your website and social media.

2. Develop a strong recruiting and onboarding process. Establishing solid recruiting and onboarding procedures is now more crucial than ever. With everything else going on in your organization as your employees return to the workplace, having hiring procedures in place will help you carry out the candidate screening, interviewing, and offer process more effectively. Work with your team of hiring managers to develop the processes and make sure each manager is on the same page when it comes to implementing the procedures.

3. Leverage your network of passive candidates. Don’t forget about candidates who have previously submitted resumes to your organization or other qualified contacts you have on LinkedIn or other networking channels who may have lost their jobs during this time. Consider reaching out to those who you think would be a good fit for your open positions.

4. Communicate the job offer clearly and realistically. During this uncertain time, you don’t want to make any promises that you can’t keep. If the work is remote now and will shift to the work inside your facility later in the year, make sure to articulate this. It’s important to communicate your expectations now and how they will change as the pandemic ends.

5. Consider working with a recruiting firm. With all of the other responsibilities you have on your hands as your employees return to the workplace, hiring new staff can seem daunting. Working with a recruiting team that specializes in hiring EHS professionals can help you narrow down candidates and match you with the most qualified for your open positions.

Whether you’re looking to fill a permanent position or add specific skill sets for temporary projects, Aarcher Talent offers a series of staffing solutions, including permanent placement, temp-to-hire, and contracted staff services. We’re happy to chat with you about our services and how we can help you find the right candidate.

As your staff transitions back to the workplace, it’s likely that you will have to make some changes to your hiring process to accommodate for this uncertain time. Use these strategies to help you get your hiring process organized and hire the best EHS candidates for your organization amid the global pandemic.

Resource:

How to Hire New Employees During the Coronavirus Outbreak, Kiely Kuligowski, Business News Daily.

There has been a significant shift toward remote work as a result of the global coronavirus (COVID-19) pandemic. Many organizations are finding they are able to continue to conduct business operations without staff working in the same facility or office. The pandemic is also altering the hiring landscape, causing employers and recruiters to focus on conducting the hiring process virtually and hire remote employees.

Here are the three top hiring trends that we’re seeing amid the coronavirus pandemic:

Hiring locally shifts to hiring nationally or even globally.

Traditional hiring relied on finding job candidates in the specific city or area that a facility is located. With the increase in remote work, recruiters no longer have to focus solely on a particular location to find qualified candidates. This is opening up a much wider talent pool to look for skilled individuals who could do the job well.

At Aarcher Talent, we hire nationally across the United States. We have an extensive network of talent to help employers fill a variety of EHS roles. Our team of recruiters helps employers find talented staff to fill both remote positions and jobs in specific locations.

The use of video communication platforms for meetings and interviews has increased.

Not only have video communication platforms, like Skype and Zoom, made it possible for employers to connect with their current staff to keep business moving forward, it has also enabled recruiters to conduct job interviews virtually. With the help of video conferencing, remote work will continue to be an effective method of doing business even after the pandemic is over.

Many employers are shifting their views of telecommuting.

Prior to the pandemic, many employers believed that employees would be less productive when they’re working from home. However, according to Gallup’s 2017 report, State of the American Workplace, and research by advocacy group 1 Million for Work Flexibility, remote employees can be 20 to 25 percent more productive than their colleagues who work onsite. The shift to telecommuting as a result of the pandemic has proven to many employers that team members can actually be just as if not more efficient when they’re working from home. This is paving the way for more organizations to hire for remote jobs.

The growing trend of remote work and hiring for remote positions is likely to continue even after the pandemic, as it has shown many employers that it is possible for business to continue to operate smoothly even while staff is working from home.

Resources:

COVID-19 Ushers in New Outlook on Hiring Remote Workers, Lin Grensing-Pophal, SHRM.

Why Are Companies Ending Remote Work?, Dana Wilkie, SHRM.