Dear Management Doctor:
Do you have any suggestions on how to hire for those hard-to-fill positions? In my case, we have a plans examiner position that has been vacant for two budget cycles with very limited application submittals. What is the secret to this problem? We are a resort community of 50,000 and the salary is comparable for the state. What other options are out there in lieu of a permanent employee?
We have worked in 24 states and find the national market for both planners and building staff is increasingly tight. If you are looking for work, that is the good news. If you are trying to hire, that is the bad news. Each situation is different, but here are a few ideas that we have found successful:
The Management Doctor
Maybe a more direct mailing/noticing will create an opportunity.
There are many 50-year old and older retirees that have experience that may be interested.
I think the regulatory/licensing agencies have lists of available certified professionals. Older people may feel your job is not for them and they need to be convinced otherwise.
Great answers – thank you.
Teton County conducts a compensation analysis every two to three years to assure that our salaries and benefits are competitive with other resort/high-cost cities as well as within our own community where we would compete for planning, engineering, and other professional staff.
I would offer that there may be qualified displaced folks in Louisiana and Mississippi right now who may be in search of jobs. There are lots of professional affiliations who are posting information about job searches/employee searches right now. You might check building trade journals or building official organizations too.