Fiduciary Is Fun!
(a.k.a. I heart taxes)
(a.k.a. I heart taxes)
Employment/Unemployment is double edged, correct? Too much unemployment is bad for everyone; on that I presume we can all agree. But is too much employment bad as well? It’s not bad in the same way, of course, but I will put forth that it isn’t all good either.
I was with a client of mine last week and because of the nature of their business, they hire a meaningful number of seasonal workers at the end of summer and into the fall. The positions are relatively high paying for the work involved, and in the past they have never really had any issues filling the spots. This year they believe things will be different.
There is certainly a lot of data out there supporting my client’s concerns. The Unemployment Rate, according to the Department of Labor currently sits at 3.7%, and there were 7.3 million job openings on the last business day of June this year. That’s a lot of unfilled jobs! And all these opening can be distracting. CareerBuilder says that 32% of US employees plan to get a new job in 2019. According to the same research 29% of employees say they regularly search for new jobs and 78% say they are open to trying something new if the opportunity arises. I think it is fair to say that approximately 1/3rd of an employer’s work force is ready to jump ship on any particular day. What does this say about our work environments!
Moreover, what do all these surveys suggest to my client who needs some workers…and needs them now! Well, we spent some time talking about that. The recruitment conversations are usually focused on full-time employees. What type of packages can we put together for Full Time Employees? However, sometimes it is just as important to spend some time to think about what can be done for those part time employees. Clearly, we are not talking about 401k programs and health programs in the traditional sense, but can we do something to stand out from the crowd?
Well of course we can! There are any number of options available to part time employees outside the traditional employer sponsored benefits programs. Many of these incentives are in the form of cash in one way or another, but not all of them. One item that we discussed involved leveraging the health program to bring in a nurse practitioner and wellness coach to work with these seasonal workers. The conversation was very dynamic as we involved the health insurance broker into the conversation who had several ideas.
The point of this post? In a tight labor market we need to be thinking outside the box to attract and retain (for whatever length of time is needed) the right employees. Are you working with an advisor willing to help you? If not, give me a call. I would love to visit on your challenges.
Pete Welsh a/k/a 401kGuy
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