CE Pro February 2022 - 45

products into the marketplace. "
Like everyone, the recruitment agency hit a bump in the
road in early 2020 when the world's economy was shut
down due to the coronavirus outbreak, but since that initial
lockdown, the need for hiring employees has been at a
feverish level.
" We've done more in transactions [in 2021] than we did
in our busiest previous year, which was 2019. It's looking
very good for the industry, " he notes. " One of the things I've
learned in the past six years of this industry is that the current
state is always in flux. There are constantly ropes being pulled
in different directions. March through August of [2021] was
really the biggest boon I had ever seen in hiring. But starting in
September, there was a bit of a breather. "
Residential, Commercial & Security
Pros All Addressing Hiring Needs
The majority of the HireSparks' clientele is in the commercial
AV space, but in 2021 the company found itself serving
more manufacturers and integrators in both the security and
custom residential installation fields. That means the market is
extremely competitive for any firm that wants to find the best
possible employees.
HireSparks is a direct-hire recruiting agency that utilizes
best practices, conventional terms with no retainer. Its clients
typically have their own recruiting efforts, whether it's a small
business owner or manager shaking the trees to find referrals,
or a larger company with an internal human resources manager,
or even a team of recruiters with a talent acquisition manager.
HireSparks acts as an extension of its clients by putting
the employers in front of additional tiers of potential candidates.
Sparks says typically he will double or triple the size of
potential talent pool for the hiring company using its internal
database of more than 75,000 individual profiles of business
professionals in the field.
From there, HireSparks will work with the hiring managers
with the management team to schedule the interviews, do the
follow-ups, get the debriefs after the interviews, check the
references, and complement the existing hiring processes.
So what can a dealer or manufacturer do? Sparks offers
these seven vital tips that can help prospective employers set
themselves apart right now.
1.
Clearly State Your Vaccination Policy
It is a sad and unfortunate sign of the times, but
manufacturers and integrators need to clearly state their
COVID-19 vaccination policy for all open positions. Sparks
says many employers are now putting vaccine requirements
specifically in the job descriptions. Sparks says for many
companies, the employer/employee bond was strengthened
during COVID-19 if the employee was not let go or
furloughed. That bond has built tremendous loyalty and less
transience for many employees.
cepro.com
" The loyalty factor is not to be underestimated, " he says.
" We think that has resulted in a lot fewer people responding
to recruiting calls, not fishing around the job market,
testing the waters, and not taking interviews. The AV world
is a small world.
" I think there's going to definitely be some pushback as a
result of vaccine requirements, " he predicts. And that pushback,
along with the end of the enhanced unemployment benefits
from the government, will force more people to suddenly
be seeking employment.
He believes that a " tipping point " is coming to the market
soon and will mean there is even more potential mobility
coming within the talent pool. Ultimately, the market is going
to be divided into two camps among both employees and
employers: those that require vaccines seeking vaccinated
employees, and companies that are not requiring vaccinations
satisfied with unvaccinated employees.
" If you can take geographic
restriction out of the job
description, you're going to get the
cream of the crop. You are going to get
the perfect candidate. "
-Michael Sparks, HireSparks
If there are mass firings due to vaccination requirements
among companies with more than 100 employees, he speculates
it will ultimately end up in the courts. For now, many
companies are requiring vaccine passports or weekly testing
instead of requiring vaccines.
" We've got different states having different philosophies or
politics about lockdowns, and extreme vaccine requirements
in New York City, San Francisco and Los Angeles ... you've
got pretty extreme requirements. These requirements affect
integrators being able to get their people to the clients. We're
seeing vaccine requirements in job descriptions for the first
time in [recent] weeks, " Sparks adds.
2.
Consider More Remote Work Situations
COVID-19 has opened the door for employees to work
from home more often. Of course, that is not possible for inthe-field
positions but it is possible for some jobs like design
engineers, customer service personnel and programmers.
" Geographic restriction is by far the biggest restriction in recruiting, "
says Sparks. " I've been evangelizing remote employees
from the beginning. In certain roles, it's possible; in certain
roles, it's not. If you can take geographic restriction out of
the job description, you're going to get the cream of the crop.
You're going to get the perfect candidate. We are seeing some
expansion of remote roles versus what we've seen in the past. "
Remote employment opens up an immense talent pool.
HireSparks is seeing more remote workers who still fly out to
February 2022 CE Pro | 45
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CE Pro February 2022

Table of Contents for the Digital Edition of CE Pro February 2022

CE Pro February 2022 - Presentation Page
CE Pro February 2022 - Cover1
CE Pro February 2022 - Cover2
CE Pro February 2022 - 1
CE Pro February 2022 - 2
CE Pro February 2022 - 3
CE Pro February 2022 - 4
CE Pro February 2022 - 5
CE Pro February 2022 - 6
CE Pro February 2022 - 7
CE Pro February 2022 - 8
CE Pro February 2022 - 9
CE Pro February 2022 - 10
CE Pro February 2022 - 11
CE Pro February 2022 - 12
CE Pro February 2022 - 13
CE Pro February 2022 - 14
CE Pro February 2022 - 15
CE Pro February 2022 - 16
CE Pro February 2022 - 17
CE Pro February 2022 - 18
CE Pro February 2022 - 19
CE Pro February 2022 - 20
CE Pro February 2022 - 21
CE Pro February 2022 - 22
CE Pro February 2022 - 23
CE Pro February 2022 - 24
CE Pro February 2022 - 25
CE Pro February 2022 - 26
CE Pro February 2022 - 27
CE Pro February 2022 - 28
CE Pro February 2022 - 29
CE Pro February 2022 - 30
CE Pro February 2022 - 31
CE Pro February 2022 - 32
CE Pro February 2022 - 33
CE Pro February 2022 - 34
CE Pro February 2022 - 35
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CE Pro February 2022 - 37
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CE Pro February 2022 - 39
CE Pro February 2022 - 40
CE Pro February 2022 - 41
CE Pro February 2022 - 42
CE Pro February 2022 - 43
CE Pro February 2022 - 44
CE Pro February 2022 - 45
CE Pro February 2022 - 46
CE Pro February 2022 - 47
CE Pro February 2022 - 48
CE Pro February 2022 - 49
CE Pro February 2022 - 50
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CE Pro February 2022 - 53
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CE Pro February 2022 - 58
CE Pro February 2022 - 59
CE Pro February 2022 - 60
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CE Pro February 2022 - 62
CE Pro February 2022 - 63
CE Pro February 2022 - 64
CE Pro February 2022 - Cover3
CE Pro February 2022 - Cover4
https://www.nxtbook.com/emerald/cepro/november_2022
https://www.nxtbook.com/emerald/cepro/october_2022
https://www.nxtbook.com/emerald/cepro/september_2022
https://www.nxtbook.com/emerald/cepro/august_2022
https://www.nxtbook.com/emerald/cepro/july_2022
https://www.nxtbook.com/emerald/cepro/june_2022
https://www.nxtbook.com/emerald/cepro/may_2022
https://www.nxtbook.com/emerald/cepro/april_2022
https://www.nxtbook.com/emerald/cepro/march_2022
https://www.nxtbook.com/emerald/cepro/february_2022
https://www.nxtbook.com/emerald/cepro/january_2022
https://www.nxtbook.com/emerald/cepro/december_2021
https://www.nxtbook.com/emerald/cepro/november_2021
https://www.nxtbook.com/emerald/cepro/october_2021
https://www.nxtbook.com/emerald/cepro/september_2021
https://www.nxtbook.com/emerald/cepro/august_2021
https://www.nxtbook.com/emerald/cepro/july_2021
https://www.nxtbook.com/emerald/cepro/june_2021
https://www.nxtbook.com/emerald/cepro/may_2021
https://www.nxtbook.com/emerald/cepro/cepro_april_2021
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