It is becoming harder and harder to find employees for open jobs in the Upper Valley. Businesses are placing ads for job openings and getting very little interest. Or worse yet, they are getting applicants that are just not qualified, competent or interested in actually working. It is a time of historically low unemployment, combined with a housing shortage and an aging workforce. This means that companies face an intense shortage of qualified help. Listed below are some ideas we have collected to share with our members for addressing this issue. If you have an idea to include in this list, please contact us at the Chamber.

  • Hire retirees and elderly people back into the workforce
  • Bus employees to and from work from other areas
  • Advertise further out (i.e., other regions) to attract employees from elsewhere
  • Partner with schools (i.e., RVCC, HACTC, LHS, etc.) to promote job entry after graduation
  • Create internships and job shadow programs for students to connect with you
  • Provide housing (or housing support) as an employee benefit
  • Hire relatives of existing employees
  • Offer flexibility in work schedule
  • Offer “tele-commute” options
  • Offer a signing bonus, offer elevated wages and/or creative fringe benefits
  • Improve employee retention programs to trim the loss of existing employees (cheaper to retain vs. recruit, a conservation model)
  • Offer referral bonus to existing employees for new hires
  • Host job fairs and actively recruit new talent through myriad methods
  • Use social media to cast a wide net for recruiting awareness
  • Offer free job training to potential new hires
  • Hire foreign workers through special visa/green card programs
  • Market your company as a great place to work. Be creative when telling your story.
  • Speed up your hiring process, don’t miss out on talent due to delays in the on-boarding process
  • Outsource key roles to professional firms and/or staffing agencies
  • Hire people with traditional barriers to employment (i.e., disability, criminal record, homelessness, recovered addicts, etc.)
  • Survey existing employees to find out why they took your job and why they stay. Collect data about your company/organization to be well informed
  • Be part of the solution. Work with other employers and the local Chamber of Commerce to advocate for collective remedies

Join us for our Annual Meeting the morning of Thursday, October 4, to discuss and brainstorm additional solutions!