Causes of Current Recruiting and Retention Difficulties and Strategies to Overcome Them
January 26, 2022
Causes of Current Recruiting and Retention Difficulties and Strategies to Overcome Them

Employee attraction and retention have become major obstacles for most employers more so now than ever before. In fact, 67% of employers today consider attraction and retention somewhat of a challenge, according to Zywave’s 2021 Human Resources Benchmarking Overview. Most companies, regardless of industry are experiencing a change in candidate and employee behavior and expectations. These changes in employee/candidate expectations and behavior are rapidly driving necessary change in recruiting and retention strategies. To be competitive in the current market employers must adapt to these changing behaviors and expectations.


Causes of Recruiting and Retention Difficulties


The past 2 years of a global pandemic have rapidly and significantly impacted how we interact within our world. These changes have impacted our economy, social interactions, political landscape, healthcare system, etc. One of the most dramatic changes brought on by the pandemic has occurred between in our interaction and expectations between our personal and professional lives. This has created a change in the psychological contract aka mutual beliefs, perceptions, and informal obligations between an employee and employer.


The COVID-19 pandemic has been the catalyst that created a shift in thinking about what matters most in our lives. It has created a new set of priorities for people and revolutionized the idea that our personal and professional lives must be separate from one another and that they should have as little impact as possible on one another. Employees and prospective employees are now becoming less concerned with job stability and more likely to initiate job/career changes due to opportunities for better pay, benefits, and flexibility.


These expectations, coupled with external factors, have led to supply and demand issues within the labor market and created both a ‘Talent War’ and ‘The Great Resignation’. During the pandemic there was an increase in the unemployment rate and jobs available coupled with low levels of participation in the workforce. This formula created an environment that provided employees the power and motivation to change employers, jobs, and careers. Historically, employers were the entities with the most amount of power; this has since shifted to employees and prospective staff. Employees are now resigning at record rates due to the surplus of available job and ability to choose how, when, and where and why they want to work. Experts believe that supply and demand for workers will eventually come back into balance but that many of the changes in how companies recruit and hire talent will remain long after the pandemic subsides.


Strategies

Develop an Employee Value Proposition (EVP)

 It is essential that employers strategically develop an Employee Value Proposition (EVP) that is unique to their company. “It encompasses the central reasons that people are proud and motivated to work there, such as the inspiring vision or distinctive culture. It is crucial to make sure your EVP is unique, relevant, and compelling. When integrated into all aspects of a business, a strong EVP will help retain top performers and attract the best external talent.”


*Flexibility in Work/Life Balance*

Work should enhance an employee’s quality of life; not decrease it. Work-life flexibility is about creating a culture where employees meet the demands of their personal lives while maintaining high levels of work performance. Companies that prioritize work/life balance statistically experience higher levels of productivity/performance and overall employee engagement.


Reflect on what arrangements are possible and realistic for your organization and consider the following:


  • Re-vamp or consider providing enhancing PTO/Sick/Personal time
  • Provide flexible working arrangements
  •   Remote work
  •   Flextime
  •   Condensed scheduling
  •   Job sharing
  • For front line workers who can’t work remotely flexibility and predictability in scheduling is vital


Conduct Salary Benchmarking

“Salary benchmarking helps your organization to ensure that your internal pay rates remain competitive within your local pay markets. In today's competitive talent landscape, benchmarking allows you to assess how you're positioned relative to market, enabling you to make smart pricing decisions that enable you to attract and retain top talent. While salary benchmarking is a critical part of the annual compensation cycle, it is ultimately only as good as the data - and the process - through which you benchmark.”


Benefits

“Health benefits are always important and it’s no surprise that the Covid pandemic has placed them front and center. According to a recent employee benefits survey, when choosing between a high-paying job and a lower-paying job with quality health benefits, 88% of employees would consider the lower paying job.”

Consider adding or increasing the employer contribution the following benefits…


  • Medical, dental, vision,
  • HRA, FSA, HSA
  • 401(k)
  • Employee Assistance Program
  • Fitness perks
  • Discounts for products/services
  • Health, legal, and financial counseling
  • Leave to care for self and/or family members
  • Allowances for home office technology


Reimagine Professional Development 

Offering learning and development (L&D) programs can be a powerful investment in a company’s future success. It can encourage lateral and upward internal growth and allow your company to stay up to date with changing industry knowledge and trends. L&D also aids in succession planning.


  • Provide tuition reimbursement or a learning allowance
  • Encourage participation in professional organizations
  • Provide opportunities for increases in duties and responsibilities
  • Provide mentorship or leadership development programs
  • Create internal career paths


Streamline Employee Application and Hiring Process

Optimize your job posting and simplify the application process by reducing the number of steps to apply for a job. “According to some studies, 60% of job candidates abandon their online applications because the process took too long or was too complex (some estimate the rate is even higher). For employers, this churn results in loss of top talent, reduced ROI on recruitment investments, and potentially bad reviews from would-be candidates.”


  • Be innovative and incorporate the company’s mission, vision, values into the process
  • Utilize a realistic recruiting technique in provide positives and negatives of the job
  • Be actively engaged in company banding use of social media
  • Personalize a candidate’s experience by telling a story/playing to the human experience
  • Speed up the hiring process, many candidates have several offers to choose from
  • Improve communication at every step in the process


Re-Vamp Employee Referral Programs

Employee referral programs help increase attachment to the organization and make employees feel as though they have a stake in the future of the business.


  • Reduce hiring time & recruiting costs
  • Increase employee retention rate
  • Increase ease in recruiting for hard to fill roles


If you need assistance with implementing any of these strategies, please contact your Simco HR Account Executive.

 



Sources:

https://www.michaelpage.co.uk/advice/management-advice/attraction-and-recruitment/create-great-employee-value-proposition#:~:text=An%20employee%20value%20proposition%20(EVP,they%20bring%20to%20a%20company.&text=When%20integrated%20into%20all%20aspects,attract%20the%20best%20external%20talent.

https://www.peoplekeep.com/blog/the-most-important-benefits-to-employees

https://www.salary.com/blog/understanding-the-salary-benchmarking-process/#:~:text=Salary%20benchmarking%2C%20also%20called%20compensation,pay%20rate%20for%20each%20position.

https://www.lucidchart.com/blog/how-to-streamline-the-job-application-process

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Your Guide to 4th of July Fun, Fireworks, and Celebrating Safely in Ontario County

June 30, 2025
The Fourth of July is almost here, and communities across Ontario County are gearing up for a weekend filled with parades, fireworks, and hometown celebrations. Whether you're heading out for live music and lawn games or simply enjoying time with friends and family, there are plenty of ways to celebrate locally. At Simco, we’re proud to support our neighbors with practical tips to enjoy the holiday safely, while making sure your insurance coverage is up to date and ready for the unexpected. Where to Watch Fireworks in Ontario County JULY 3 Farmington – Fireworks at dusk with food trucks and live music starting at 6 PM (Farmington Town Park) Honeoye Lake – The beloved “Ring of Fire” lights up the lake, with parking available at Sandy Bottom Park JULY 4 Canandaigua – Lincoln Hill Farms hosts an all-day celebration (1–10 PM) with fireworks after dark, music, games, and more. ($30 parking, cash only) JULY 5 Canandaigua North Shore – Keep the celebrations going with another round of fireworks at dark JULY 11 Geneva – Free Summerfest fireworks at 9:45 PM at the Geneva Recreation Center Parade Lineup JULY 3 Honeoye – Parade at 7 PM from United Church to Sandy Bottom Park. Stick around for the Honeoye Community Band and the Ring of Fire afterward! JULY 4 Canandaigua – The city’s annual 4th of July Parade kicks off at 10 AM from City Hall and heads south along Main Street JULY 12 Geneva – Firefighters Parade begins at 7 PM on Exchange Street, ending at the Geneva Rec Center for SummerFest festivities What Fireworks Are Legal in New York? While fireworks are a staple of July 4th, not everything that sparks and explodes is legal in New York State. Using illegal fireworks can actually void your insurance coverage if something goes wrong. What’s Allowed in NY: Ground-based or handheld sparkling devices (like cylindrical fountains or cones) Wooden sparklers/dipped sticks Party poppers Snappers (the small “pop” ones) What’s Not Allowed (and Not Covered): Aerial consumer fireworks Firecrackers Chasers Roman candles Skyrockets Bombs (even small ones!) Metal wire sparklers (they burn much hotter than they look) Quick Tip: If it launches into the sky or explodes, it’s not legal. Stick to sparklers and save yourself a potential insurance headache. Insurance Tips for a Safe Holiday A little awareness goes a long way in protecting your home, family, and peace of mind this 4th of July. Stay within NY guidelines. If an incident is caused by illegal fireworks, your insurer may deny the claim. Keep safety front and center. Supervise all activities involving sparklers or devices and keep water nearby for emergencies. Know what your policy covers. Not every homeowner’s policy includes damage from fireworks-related accidents. If you’re unsure, reach out. We’re happy to review your coverage. Report incidents quickly. Prompt reporting helps ensure claims are handled smoothly and effectively. From All of Us at Simco We’re wishing you a joyful, memorable, and safe Independence Day. Whether you’re lighting up the sky with sparklers or relaxing lakeside with family, we’re here to help you protect what matters most, before, during, and after the festivities. Have questions about your insurance coverage this summer? 📞 Call us at 585-394-5482 or visit our Contact Us page.

Understanding Accent Discrimination in the Workplace: How Employers Can Lead with Inclusion

June 25, 2025
As organizations continue to grow and diversify, the way we communicate at work is evolving, bringing new opportunities for inclusion as well as potential blind spots. One issue that often goes overlooked is accent discrimination: the tendency to judge, exclude, or undervalue individuals based on their speech patterns, dialect, or pronunciation. While accents are often rooted in geography, heritage, or culture, bias toward or against certain ways of speaking can influence decisions in hiring, promotions, evaluations, and daily interactions. For employers, particularly those in small to mid-sized organizations, understanding where this shows up and how to respond isn’t just about creating a respectful workplace. It’s also essential for risk mitigation and legal compliance. What Constitutes Accent Discrimination? Accent discrimination occurs when employees or candidates are treated unfairly due to the way they speak. This type of treatment may stem from overt, conscious bias, such as assuming someone is less capable based on how they sound, or from more subtle, unconscious preferences, like favoring those who speak in what’s perceived as a “standard” or “neutral” accent. Legally, accent-based discrimination can be considered a form of national origin discrimination, which is prohibited under Title VII of the Civil Rights Act. Many states reinforce these protections through their own civil rights laws. Employers should be aware that even unintentional practices, such as informal communication preferences or subjective feedback, can result in compliance issues or reputational damage. Clear Communication vs. Discriminatory Practice It is important to distinguish between legitimate communication needs and bias. In certain narrowly defined circumstances, an accent may be relevant to an employee’s ability to perform essential duties. For instance, in roles that require precise, real-time verbal communication, such as emergency response or high-risk operational jobs, an employer may need to assess whether a language barrier or speech pattern materially interferes with safety or accuracy. However, such evaluations must be backed by objective evidence and a clearly defined business necessity. Vague discomfort, personal preference, or client feedback based on unfamiliarity are not valid reasons to deny someone an opportunity. Any decision related to an accent must be both job-related and supported by measurable performance impacts. Standardize Hiring and Promotion Processes to Minimize Bias One of the most effective ways to reduce the risk of discrimination is by formalizing your hiring and promotion practices. Employers should examine whether their processes allow room for bias (conscious or unconscious) to influence decisions. Subjective impressions, especially in interviews or internal evaluations, can be disproportionately shaped by how a person speaks. To counteract this, companies should move toward structured, competency-based hiring frameworks. Use consistent criteria and scoring systems across all candidates, and rely on written assessments or role-specific tasks where appropriate. Similarly, promotions should be guided by documented performance metrics, not informal perceptions of professionalism or communication style. In doing so, not only do you reduce the chance for bias to affect outcomes, but you also make better staffing decisions that reflect skills, qualifications, and organizational fit: not speech patterns. Why This Matters More Now In today’s hybrid and remote work environments, the ability to navigate diverse communication styles has become even more important. With teams collaborating across geographic regions and cultural backgrounds, inclusivity in communication is essential for morale, cohesion, and productivity. Moreover, younger workers and job seekers are placing a high value on belonging and inclusion. Discriminatory or exclusionary behavior, intentional or not, can quickly erode trust and lead to disengagement or turnover, especially when tied to identity-based characteristics like accent or dialect. Employers who lead with fairness in communication are more likely to attract and retain talent, maintain strong teams, and avoid costly compliance missteps. Building a Culture Where All Voices Are Valued Ultimately, embracing different accents in the workplace is about genuine, judgment-free listening. Employers should encourage active listening practices, create space for respectful clarification when needed, and ensure employees feel safe speaking up, regardless of how they sound. Miscommunication is a solvable issue. Discrimination is not. Leaders who prioritize clarity, fairness, and consistency, rather than conformity, build workplaces that are both inclusive and high-performing. And the benefits go beyond compliance. They create environments where people thrive because they are heard and valued.

Balancing Holiday Time Off Requests Without Slowing Down Your Business

June 18, 2025
Between Independence Day, summer travel plans, and Labor Day on the horizon, time-off requests are about to pick up significantly, and with good reason. Employees need time to recharge, spend time with family, and enjoy the season. For employers, especially in small to mid-sized businesses, this means finding the delicate balance between fostering a supportive work culture that respects employees’ need for time away and managing the practical realities of maintaining adequate coverage, meeting deadlines, and keeping operations running smoothly. The good news? With thoughtful planning, clear communication, and the right tools in place, you can navigate this busy season effectively, ensuring your team gets the rest they deserve without compromising business continuity. Here are a few practical strategies to help you manage PTO during the summer months while keeping your business running smoothly:  1. Plan Early and Communicate Clearly Encourage employees to submit holiday PTO requests well in advance. Set a clear internal deadline (e.g., “All holiday time-off requests must be submitted by August 15”) and explain the process upfront, including: How requests will be reviewed and approved How overlapping requests will be handled Any blackout dates or essential coverage periods A clear and consistent approach eliminates guesswork, reduces friction, and helps everyone feel they’re being treated fairly. 2. Use a PTO Policy That Balances Fairness and Flexibility Your time-off policy should include guidelines for high-demand periods like Thanksgiving, Christmas, and New Year’s. Some companies use: First-come, first-served approvals A rotation system so everyone eventually gets prime time off A seniority or department-based system with built-in equity checks Whatever method you choose, consistency is key. A well-documented policy gives managers a framework to follow, and gives employees peace of mind that decisions are made justly, not arbitrarily. 3. Leverage Your HCM or Scheduling Technology If you're using a system like isolved , you already have powerful tools to streamline the PTO process. Automate request tracking, visualize department coverage in real time, and flag conflicts early to avoid blind spots. This gives HR and team leads the visibility they need to make smart, timely decisions. Bonus tip: Use system alerts to notify managers when coverage is thin, or configure it to close PTO windows automatically after a set date. These features take manual work off your plate while protecting productivity. 4. Cross-Train and Create Holiday Coverage Plans Rather than scrambling when someone’s out, prepare your team to adapt. Cross-train employees in advance so they can cover essential tasks if a teammate is unavailable. Before the busy season kicks in, put together a simple holiday coverage plan that outlines: Who will monitor essential tasks (client inquiries, payroll processing, etc.) What needs to get done and by whom each week Who’s available for backup support if needed A little upfront planning makes a big difference in keeping service levels steady during staff absences. 5. Appreciate Those Who Step Up Don’t let holiday contributions go unnoticed. Employees who work through the holidays or shift their schedules to ensure coverage deserve meaningful recognition. Consider: Spot bonuses or incentives Public recognition in a team meeting or internal email Additional time off (comp time) after the holidays Even small gestures show your team that their flexibility and dedication are valued, and that you see the extra effort. 6. Set Expectations With Clients (and With Your Team) If your operations will run on limited hours or staffing during the holidays, notify clients and partners well in advance. Clear communication avoids surprises and sets realistic expectations. Internally, define what’s essential versus what can wait, especially to avoid employees overworking during slower periods. When everyone understands what’s expected, your team can better prioritize, delegate, and breathe a little easier during the season. Final Thought: Flexibility Builds Loyalty The holiday season is a test of your workplace culture. How you support your team, especially when juggling competing needs, leaves a lasting impression. Even when saying no to a request, doing so with empathy and transparency reinforces a culture of trust, fairness, and respect. And in return, you'll see greater engagement, improved morale, and a team that’s ready to go the extra mile — during the holidays and beyond. Need help building better time-off workflows or updating your PTO policies before year-end? Simco’s HR and HCM experts are here to help. Let’s talk about how to balance compliance, efficiency, and employee satisfaction, all year round.

Have a question? Get in touch.