All the talk this year, 2021, has been about the recruiting challenges. And the recruiting challenges are real and based on birth rates for the past 30 years in the US, will continue to get worse. Population Research Institute has put out data showing the total new births in the US per 1,000 women since 1909. The data is staggering when you think of what that means for our decreasing workforce to come.

In recent decades, however, women have increasingly opted to postpone childbearing. The shift has been so consistent across the U.S. that the birth rate for women in the 30-34 age group has now surpassed the 20-24 age group. There are far fewer teenage brides than in years past, and more and more young women are choosing college over childbearing.

The US isn’t alone in these birth rate trends. If we look at other countries like Canada, Australia, Chile and Argentina we see similar decreasing trends in birth rates and available work force.

Canada 1950-2021 birth rates:

Australia 1950-2021 birth rates:

Chile 1950-2021 birth rates:

Argentina 1950-2021 birth rates:

Now, complicate the lower birth rates with a global Pandemic and we have a recipe for disaster. Not to mention how difficult it is for foreign born workers to get a work visa in the US.

Here are just a few things Covid did to our workforce in 2020:

  • Forced Baby Boomers into early retirement and they may never return
  • Taught blue collar workers how to manage our unemployment and state assistance programs, which may lead to some never returning to a full-time position
  • Encouraged parents to be more lenient on their 20-something kids and let them live at home longer without a full-time job or working on a college degree

Combine those covid related issues with the steady decline in birth rates in the US and we have a national labor shortage that won’t be going away anytime soon.

To help make sure you can keep your doors open and company running, consider the following strategies to boost your hiring and retention efforts.

  1. Company Culture: What word would your current employees use to describe your company culture? Take an anonymous survey. If you don’t see words like Innovative, Fun, Creative, Flexible, Nurturing, Collaborative, Motivating, Challenging, Trusting, Progressive or Transparent as some of the words, you need to start making changes now. Sometimes your company culture can improve by simply giving your employees a voice.
  2. Work-Life Balance: Remote work and flexible schedules are becoming more popular than ever thanks to Covid. Try to keep up with current workplace trends. Depending on the industry and shift schedule, remote work might not be possible, so consider other ways of offering more flexibility to your workers.
  3. Signing Bonuses: Offer a back-to-work incentive or signing bonuses. Consider offering a perk as a competitive differentiator and the reason that a candidate decides to choose your company versus another. For example, Amazon and Jack in the Box are reportedly offering a $1,000 signing bonus, and Uber and Lyft have also offered large bonuses to get people driving again.

4.Offer referral bonuses: Yes, your existing employees are your best source for finding new hires. Companies all over the US are starting to offer referral bonuses of $1500 and more paid out over the first 12 months. Referral bonuses are designed as both a recruiting tool and a retention tool. So if you offer a $700 dollar referral bonus, pay $100 at 30 days, $200 at 90 days and $400 at 6 months.

5.Increasing workers’ wages: When push comes to shove, it may make a big difference to take another look at the salaries you’re offering and see where there’s room to increase wages in order to gain a competitive edge. Amazon is now paying new hires an average of $17 per hour, up from $14 to $16.50 per hour. Walmart raised its average hourly wage to $15. Some companies in the restaurant industry, too, such as Chipotle and McDonald’s, are reportedly increasing wages for their workers.

  1. Get help with recruitment: Many hiring challenges can be mitigated by partnering with a professional recruiter. From firsthand experience, I know that recruiters’ robust networks and tested hiring strategies can find qualified matches for your roles faster than filling the role yourself. With the cost of applications and lack of candidates on job boards, seeking a professional experienced in recruiting can be game-changing for employers.
  2. Play up your company benefits: Do you offer any unique benefits like free lunches or dinners? How about attendance bonuses for in office support? What does your retirement program look like? Quarterly bonuses based on performance? Do your company’s products or services solve challenges or improve lives? Is your company making the world a better place? Is your company culture awarded and recognized? Share what makes being a part of your team special while highlighting what’s in it for the employee. What are the top three feel-good reasons someone wants to work with your company? Share those throughout your career pages, social media channels and on your job postings.
  3. Get their attention early: Open internship opportunities with your local high schools and community colleges. Stress training programs and career mapping in your job ads. Consider offering a “get your foot in the door” approach to job seekers with guaranteed raises at 30, 60, or 90 days. Offer on-site training programs to anyone new to your industry and get them up-skilled using your own techniques in the business. In my experience, employees who are learning and who have mobility from an apprenticeship into a full-time paid role tend to stay longer and are more engaged with their employers.
  4. Second Chance Program: Not all of employees have a squeaky-clean record. Create a 2nd chance program that allows future employees that don’t meet your criminal background requirements a limited work opportunity with a 12–24-month probation where they are not eligible for a promotion or job change.
  5. Automation and Technology: Now is the time to start looking at automating your process and maximizing your systems. We need to make jobs and processes quicker and easier where possible. We will never be able to eliminate our human capital, nor would we want to, but you need to have a plan.

Don’t Fear The Labor Shortage

Make sure you are asking yourself some of these questions every few months:

  • Are your employee benefits enticing?
  • If so, to what age group?
  • Do you have an active internship program?
  • How could company culture be improved?
  • Does “fun” fit anywhere in your work place?
  • Do you need immediate or flexible recruiting help outside of your hiring team’s capacity?

Conclusion – Start now asking the questions and making changes to both attract new talent and get them to stay. There is hope during difficult times. When faced with challenges, the companies willing to change, in the famous words of Jim Collins, can go from Good to Great!


4 Ways to Find High Quality Candidates

4 Ways to Find High Quality Candidates – 

(and why you might be struggling)

Finding and keeping high quality candidates can be one of the most difficult obstacles you will face, but it doesn’t have to be. Here at HRmango, we have the tools and knowledge to not only assist in filling those open positions but also to help your business flourish by focusing on other important work topics. A good job is like a solid relationship, it needs a good balance and compromise. With our knowledge-based tools, and our most excellent staff, you can say goodbye to expensive recruiting firms, poor candidate experience, and say hello to friendly faces and keeping more cash in your pocket. Let’s go ahead and take a look at a few reasons why your company could be having difficulties in attracting and retaining good employees.

  1. Determine if your Pay Rates are Competitive

Let’s talk about the elephant in the room for a minute. Whether companies like to admit it or not, pay is a critical factor in both attracting and retaining employees. How important the pay rate is will depend on your target demographic. Also, you need to know your market. HRmango can help you find up to date compensation data that will tell you if you are leading or lagging in your market. If you are leading in pay, you can be lighter on some benefits and still attract top candidates. If you are lagging in pay, make sure you are leading in benefits, dress code, work environment, flexibility, remote work or other areas like that. The “Total Compensation” needs to balance out.

  1. Beef up your Benefits Package

Once again, consider your target demographic. One of the main concerns some of your job seekers may have is benefits. Benefits are a way to show possible candidates, and current employees, your company culture as well as be a step up from your competition. Offering a good benefit package to your employees is a great way to show the company genuinely cares for and values their employees. This can include employee discounts, free meals, paid time off, attendance bonus or more on top of the usual (medical, dental, vision etc.) benefits companies give out. Good benefits can help you attract and retain good employees. However, if you are targeting and hiring a younger, single workforce, benefits may not do the trick. Also, benefits alone are not going to help you retain good employees for long.

  1. Improve your Culture and Environment

If your work environment is stressful and/or the employees do not feel heard or valued – rest assured, they are open to a new job elsewhere regardless of the benefits or pay you are providing. You need to make sure your company has a good recognition and training program for all of your employees. Make sure you are asking for employee feedback at least every 6 months in a blind survey. Please keep in mind that employee feedback surveys are of no use if there are no actions taken by the company to respond to their input or improve the environment.

Another way to improve the environment is offering calm break areas. Primary break areas can be located a long distance from an employee’s desk or work area. Consider the amount of time it takes to get to and from the break area for all employees. Offer breaks accordingly. If your employees feel heard and valued and your actions show that as well, the employee is more likely to stay with the company for a longer period of time. 

  1. Focus on Improving Leadership

Let’s face it – there are some amazing people in leadership roles but there are also some not-so-great ones as well. If you hire an employee and they get stuck with poor leadership, what do you think will happen? Of course, that employee will most likely end up leaving to find work elsewhere. Statistics have proven that over 70% of employees who leave a job voluntarily, quit their managers, not their jobs. We understand having leadership to run a team helps keep your employees reaching goals but having poor leadership will lower your overall stats and cause you to struggle to reach those goals. If an employee feels as though they can’t reach out to their leadership about troubles they’re facing (they need more training, they’re having a hard time mentally, etc.), they’re not going to reach out. This begins the downward spiral leading to resignation or quitting. A couple of ways to help combat this is to also gather feedback from employees regarding leadership. Don’t be afraid to ask the hard questions. This will help lead you to leadership evaluations. Evaluating your leadership team will help improve the moods of employees, help boost work ethic, improve attendance, and improve the general work environment.


Keep in mind, these are just a few ways and ideas to make or break a job for employees. If you are struggling with any of these things, or more in your company, and are feeling lost on how to improve them, check us out at . We have a highly creative service team, and we create custom solutions for our clients. We love to help companies succeed.

Do More Recruiting With Less

Do More Recruiting With Less

In today’s chaotic world of recruiting, finding the time to hire the right employee is a critical step. Writing the job ads, posting the ads, launching the social media campaign, screening the candidates, conducting phone interviews, working with the managers and scheduling interviews is a lengthy and time consuming process. That’s why we created HRmango. Today, you can rent a recruiter to help you with all of those steps, one requisition at a time. Use our recruiters when times are busy, and turn us off when your positions are all filled. We have removed the need to hire and fire in-house recruiters.

At HRmango we allow you to rent our recruiters, our computers, our phones and our systems, for a flat price per requisition. Yes you heard that correctly, not a price per person you hire, you pay per requisition. So, if you need one sales person, or 10 sales people, in the same geographic location, the cost is the same for a whole month worth of recruiting support.

Give us a call today and let us explain more about how we can help you simplify your recruiting process. Not only can we help you save money, we will help you save time.