A tight labor market is prompting many employers to get more creative about employee recruitment as they look for ways to grab the attention of desired talent. Hours could be spent scouring the internet reviewing articles about best practices, but most often some of the best assistance can be found close to home.
The first thing employers should do when a position opens up is contact a KansasWorks representative. KansasWorks is a state run organization that not only works with those seeking a job, but with the companies who are looking to hire. One of their most popular services is their online job database. At no cost, employers can list their vacant positions online, search potential candidates and save resumes of interest. They also offer information about available programs that may help underwrite hiring and training costs along with pre-employment skills screening.
In addition to KansasWorks, there is a Miami County Jobs Facebook page with more than 2500 members. This moderated page allows local employers to post positions directly to members who live within the region. Johnson County Community College also offers their own job listing resource, JobLinks. Similar to KansasWorks is a job database allows employers to post openings with their company, however the listings are only viewable to JCCC students.
Of course employers should not underestimate more traditional tools when looking to hire. Most chamber of commerce organizations will offer to their members free job listings either on their newsletter or website. Local chambers and high schools can often help direct job seekers to businesses through networking and hiring events. For upcoming job fairs check the Miami County Events Calendar or the Miami County Economic Development Facebook page. Employers are also encouraged to talk with other business owners in similar industries and refer candidates to one another.
Perhaps one of the simplest and still relevant sources of notices are public flyers. They can be a cheap and fast way to draw attention to any open positions. When designing a flyer businesses may want to keep these tips in mind:
- Companies and organizations have different expectations when it comes to how a flyer can be posted. Colleges and non-profits typically want to review the content of a flyer before posting it and will ask for a copy to be emailed to them first. Grocery stores and coffee shops tend to have a more relaxed, self-service policy. Employers should never hesitate to call and ask a location about their preference beforehand.
- A flyer needs to include as much information as possible. An audience doesn’t only want a description of the position, they need to know a salary range, possible benefits, the qualifications needed to be considered and a proposed shift time. If the position is flexible on any of those points, that needs be stated clearly.
- Informative and brief are not contradictory ideas. To keep it to a 100 words or less, employers can skip the adjectives and use bullet points to communicate the core ideas.
- Employers obviously won’t know when their position will be filled, but that should not stop them from stating a specific window of time the position is considered open. Job seekers will be spurred on by a sense of immediacy to contact the business sooner and those monitoring the posting will be able to keep things organized.
- In a sea of flyers it is difficult to standout, therefore bright colors creates and advantage and will catch the eye of someone passing by.
- Organizations that want to review the flyer by email will typically offer to print it out for free in grayscale. Anyone looking to keep that pop of color on their flyer will need to deliver it in person.
- Small budgets are no longer an excuse for poor design. There are many free tools available to those that are looking to update their recruiting materials. 1001fonts.com allows users to change their font styles. Canva.com has free flyer templates.
- Employers can no longer takeout an ad in the local wanted section and call it a day. To access a larger audience business will want to get creative when it comes to where they will be posting:
- Coffee Shops
- Hair Salons/Barber Shops
- Local events such as car and tractor shows
- Gas Stations
- Hardware Stores
- Local Charities and Food Pantries
- Laundry mats
Local Job Board Listings
Louisburg Price Chopper - 1400 W Amity St, Louisburg, (913) 837-4325
Spring Hill Price Chopper - 22350 S Harrison S, Spring Hill, (913) 592-4545
Fort Scott Community College, Fort Scott Campus - 2108 S Horton St, Fort Scott, (620) 223-2700
Fort Scott Community College, Miami Campus - 501 S Hospital Dr #, Paola, (913) 294-4178
Neosho Community College - 900 E Logan St, Ottawa, (785) 242-2067
Johnson County Community College Employer Recruitment Services- 12345 College Blvd, Overland Park, 913-469-3870, www.jccc.edu/student-resources/career-development
Miami County Adult Education Center - 1710 Industrial Park Dr., Paola, 913-294-8018
Osawatomie Library - 527 Brown Ave, Osawatomie, (913) 755-2136
Louisburg Library - 206 S Broadway St, Louisburg
Paola Library - 101 E Peoria St, Paola, (913) 837-2217
Spring Hill Library - 109 S Webster St, Spring Hill, (913) 937-9462
Miami County Jobs Facebook Group, www.fb.me/groups/MICOJobs/
KansasWorks - 1 South Pearl Street, Suite A, Paola, (913) 937-9462, www.Kansasworks.com
If you know of other locations to include on this list or have questions, please call Miami County Economic Development at (913) 294-4045.
- Kansas Department of Commerce, Workforce
- K-State Extension, Food or Agricultural-based
- One KC for Women
Workforce Training Funds
- High Performance Incentive Program - This program provides tax incentives to eligible employers that pay above-average wages and are committed to skills development for their workers. Eligible companies may receive sales tax exemption and corporate income tax credit up to 10% of their investment as well as credit for training expenditures..
- Kansas Industrial Retraining Program (KIR) - The KIR job retention program provides grants to restructuring companies whose employees are likely to be displaced due to obsolete or inadequate job skills or knowledge. This program assists restructuring companies wanting to retrain their employees. At least one existing employee must be trained to qualify for assistance.
- Kansas Industrial Training Program (KIT) - The KIT program provides funds to help new and expanding companies train workers for new jobs. Primary firms receiving assistance are manufacturing, distribution and regional or national service firms adding five or more new jobs.
- Registered Apprenticeship - The Registered Apprenticeship program is designed to provide employers with a skilled workforce while training existing workers in the latest technologies without loss of production time.
GRADForce KC -- Local College Access Network serving the Kansas City region. The network is composed of education and community-based organizations focused on improving educational attainment and creating a talent pipeline for economic and civic vitality.
KC Degrees -- Online portal that connects adults in the Kansas City region, age 25 and older, to quality credentials and degrees by providing comprehensive career and education advising services and referrals to community organizations to help address barriers to success, including financial, family and/or academic barriers.
KC Rising -- A collaborative effort of the Civic Council of Greater Kansas City, the Kansas City Area Development Council, the Greater Kansas City Chamber of Commerce and Mid-America Regional Council. It focuses on three key drivers of regional prosperity — trade, ideas and people — which are enabled by infrastructure, governance and equity.
MARC Annual Workforce and Education Summit-- An annual event, this summit brings together thought leaders, educators and organizations working in the areas of education and workforce development. This event occurs in December of each year.
Real World Learning -- Redesigning high school so graduates are more prepared for the workforce. Interested in a micro-area approach to connecting businesses and students for potential client projects. RWL identifies innovative education practices from outside the region and supports their implementation. Focus on building towards scale so that all students have the experiences designed to advance their future.
Regional Workforce Intelligence Network -- RWIN provides coordination around comprehensive workforce challenges with particular emphasis on non-traditional talent, and provides its stakeholders with data for decision-making through a monthly newsletter, presentations and reports at KCWorkforce.org.
Welcoming America -- This plan works to make the metro a more welcoming and inclusive place for all with a particular emphasis on immigrants, refugees and underrepresented population. The goal is to develop a five year strategic plan to make Kansas City a “certified” welcoming city through the Welcoming America organization in addition to making Kansas City more inviting to all.