There’s a common presence at many businesses nowadays: help wanted postings.
A shortage of workers has enveloped most every business sector since the pandemic rubble landed, and many employers have been encountering stumbling blocks with filling vacancies ever since.
And it’s not just at restaurants and grocery stores, as the shortfall is also for county positions, law enforcement and school districts.
Few, but qualified
City of Batavia Police Department has been short-staffed due to vacancies, creating more overtime hours for full-time officers, Chief Shawn Heubusch said.
“This has caused the officers to work a lot of short-shift over time, therefore we have not been able to work as much of the OT associated with special details as we would like,” he said. “We have hired several qualified candidates that are working their way through academies or field training and will be able to fill vacancies on road patrol in the near future. This will allow us to get back to working more of the specialized details that we look forward to doing.”
He did note, however, that the department had “a significant drop in applicants” for the last exam.
“Roughly, the applicants were cut in half. It has been difficult recruiting in public safety, across the spectrum for a variety of reasons,” Heubusch said. “I will say that although the number of candidates has decreased, we have not seen a decrease in qualified candidates. In fact, I would say just the opposite. Given everything that has been going on in the nation, the current candidates are extremely dedicated to becoming law enforcement officers as demonstrated through the background and interview process. We have learned that these recruits have a very high drive to be police officers for the City of Batavia.”
That’s some good news. So how about Batavia City Schools, whose board just approved a long slate of teachers and teacher aide positions?
Creative recruiting
During her presentation at this week’s meeting, Trisha Finnigan, executive director of staff development & operations, outlined the ways in which the district is recruiting for and retaining qualified candidates. It’s not just about posting a position anymore.
“So starting with recruitment, we've had to take a more creative approach in terms of recruiting exceptional staff to join the Blue Devils family. Instead of leaning on traditional methods, such as newspapers and our websites and our recruitment sites, for example, we've been using Indeed,” she said. “We’ve also noticed that when I was looking back at the past year, there seems to be a disconnect from when someone expresses interest in a position. Now we tell them, they, for example, have to complete a civil service application, as it seemed like that wouldn't happen. So when I looked back at that information, we decided that we would take a different approach.”
That approach involves not taking for granted that job applicants understand the steps required to apply, she said. Candidates are scheduled for an interview and given the Civil Service application for them to complete. The process has been refined, she said, to be more proactive about informing candidates about what’s next for them to do, such as getting fingerprinted or completing necessary paperwork.
“It's been awesome. We just now posted for substitute teacher aides and teachers and those are coming in. So I'm feeling positive about us having some people that could fill the need that last year we were lacking,” Finnigan said. “So we're moving in the right direction. It's my responsibility to make sure that I'm tapping into avenues where we're attracting exceptional candidates to come and work with us. And then how do we get that? Let me just see if I've missed anything here. One of the other things we did too, is that, in negotiating contracts with some of our units last year, we needed to do a better job of posting what the benefits of the positions were.
"So instead of, say, putting out teacher aide, just with a salary range, we made sure we included things like there is health insurance benefits, you can get paid for holidays, you can accrue vacation time," she said. "So those are some things when we're competing with other employers in the in the area, maybe offering a more an increase hourly wage, we can compete with some other things.”
Parents have been asking about jobs aligning with their schedules “to mirror the school calendar." That has meant more hiring of local residents, which has been nice, she said.
“Hiring is a very collaborative process. We work closely with the administrators, we’re looking at positions. Since July 1, we've hired over 35 personnel with New York State Certification, 16 new support team members, and that includes food service helpers, custodial support, as well as teacher aides,” she said. “And it should be noted that with that money we received for the preschool programs, that allowed us to add 10 positions, certificated positions … So that was something because we really did have to hustle.”
She had a quick turnaround of posting, hiring and getting those people trained for school opening in the second week of September. It worked out well, she said, and the district continues to reach out to colleges for candidates. In an effort not to “settle” for a lesser qualified candidate, the district has opted to plug in gaps with retired teachers until the best candidates are found.
She also spoke about retention: “it's one thing that we are getting people, it’s another to keep them." And that depends on the tangible — contract terms — and the more subtle perks of a welcome package and surveys, she said.
“It’s a way of gauging their satisfaction and their perception of whether they feel valued as a Batavia Blue Devils family member,” she said. “And I also get interesting feedback on the interview process and other things that helped me plan better when we're looking for candidates.”
Resolving to address the issue
Earlier this year Genesee County Legislature agreed to waive all Civil Service fees to remove a potential barrier for applicants, and this week approved a resolution to extend the residency territory for corrections officer positions in hopes of gaining more interested candidates for openings.
Mental Health Department Director Lynda Battaglia previously spoke of the difficulty in filling four vacancies for wide-ranging clinical and finance positions to a psychiatrist role. The county has had trouble finding a full-time psychiatrist and revised the position to provide a hybrid of in-person and remote counseling services to better accommodate someone not able to be local on a full-time basis.
Many, but inexperienced
Although some employers are being more creative to attract job candidates, it may not be about the job at all. At least that’s what Chris Van Dusen of Empire Hemp Company has discovered. He and wife Shelly were at a recent job fair and did quite nicely, they said.
“We had over 300 applications,” Shelly said.
What they soon learned was that applicants weren’t so interested in the job as they were the product. And when that misunderstanding was cleared up (no, there’s no smoking marijuana on the job), the 300 potentials dropped to about three or four viable candidates, the couple said.
State Department of Labor Commissioner Roberta Reardon visited Batavia Tuesday and acknowledged the lack of qualified candidates for some fields while she encouraged students to pursue education, training and labor skills to fill the many jobs available in manufacturing, food chain and other trades fields.
Maybe when all is said and done, it might just be that there aren’t the bodies out there to fill vacancies. According to the most recent state data, there were 30,500 Genesee County residents reported to be in the labor force, up from 29,400 a year ago. The state’s unemployment rate of 4.8 percent is a few points lower than 7.1 percent a year ago, and 900 people were listed as unemployed, compared to 1,300 a year ago.
Photo by Howard Owens.
