CE Pro February 2022 - 47

in for a first-round interview next week, " Sparks says, companies
need to get the candidates on the phone tomorrow or
risk losing them.
He says that also means possibly eliminating the " panel
interview " in which multiple people from the company are
jointly interviewing the candidate at the same time because
the time it takes to coordinate multiple schedules is wasted
time. If you want to beat your competition, you have to beat
them at the game of hiring the best talent. If employers really
want to get the best employees, they must be willing to do
those interviews during non-business hours if necessary.
5.
Boost Salaries
Of course, salary levels are always important, but in an
environment where there are few available employees, manufacturers
and integration companies need to be prepared to
pay more (for comparisons, dig into CE Pro's Wage and Salary
Study starting on page 38).
" It's not rocket science. When everybody wants something bad
enough, the price goes up. It's really simple. It's Economics 101 ...
supply and demand. Salaries are not what they were in 2019. We
call them market rates. Market salaries are not what they were in
2019. They've gone up substantially, " explains Sparks.
Lead technicians are the biggest bottleneck for hiring across
the country right now, according to Sparks. He says in 2019
the market rate for lead technicians was $65,000 to $75,000
with benefits. Today it is between $85,000 and $100,000, or
$48 per hour.
Sparks says salaries for lead technicians have risen by 50%
in some markets this year alone. Yet, despite the inflationary
element to salaries, HireSparks is still seeing some employers
unwilling to boost their wages - " and they're not interviewing
anyone, " he quips.
Sparks says employers today are offering to pay 100% of
and individual employee's health insurance premium costs and
50% of their family's costs. Enhanced vision coverage, more
vacation time, 401(k) matching are also on the table from more
robust firms.
" Companies adapting to pay 100% of an individual's health
insurance is probably one of the most impressive things I've
seen evolve this year. Those are the companies that are getting
the new hires, " says Sparks.
7.
Improve Company Culture
The security and AV worlds are relatively small - many
prospects will know what the culture is like at a particular
company. A company with a reputation for having a great
company culture is going to have a leg up in the market because
candidates will want to work for that firm.
Companies that have strong ethics, pay their staff on time,
train and educate their teams, and make the work environment
fun will attract more employees. Employee retention is
one of the most important metrics a company can have for its
business right now, according to Sparks.
" Employee retention is a clear sign of a healthy company
culture, " he says. " Employees look for companies where the
current employees stick with the company for four, five or six
years at minimum. " CE Pro
6.
Enhance Benefits
Employee benefits is another area where employers
can look to improve to make their company more attractive.
In particular, increasing the percentage of the health insurance
premium paid by the company is beneficial.
cepro.com
February 2022 CE Pro | 47
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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
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CE Pro February 2022 - 33
CE Pro February 2022 - 34
CE Pro February 2022 - 35
CE Pro February 2022 - 36
CE Pro February 2022 - 37
CE Pro February 2022 - 38
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
CE Pro February 2022 - 51
CE Pro February 2022 - 52
CE Pro February 2022 - 53
CE Pro February 2022 - 54
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CE Pro February 2022 - 58
CE Pro February 2022 - 59
CE Pro February 2022 - 60
CE Pro February 2022 - 61
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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