InTents December 2021/January 2022 - 32

noting that as that has ended, he hasn't
seen the workforce return.
In response, PRO EM has implemented
several strategies to try and boost
recruiting, such as increasing starting pay
company wide by 20 to 25 percent over
minimum wage in its different locations.
" We're also doing a lot of referral-based
recruiting and that has been successful
for us. Utilizing some of our existing
assets, like branding company trucks,
has provided us additional exposure to
advertise that we are hiring, " says Castro.
" We still have a long way to go. "
This Anchor Navi-Trac® tent from U.S.
Tent Rental was installed for a New Year's
Eve party on a rooftop parking garage.
Prior to the pandemic, the company
employed nearly 110 workers, but numbers
have since fallen to half of that amount.
Photo courtesy of U.S. Tent Rental Inc.
TIES THAT BIND
Retention is another concern, says
Castro, although this has always been the
case given the physical demands of the
job-unfortunate because the company's
structures are quite technical and require
" years of experience " to safely and
properly install.
This illustrates why employers should put
as much emphasis on keeping their workers
as they do on hiring them says Sorenson.
" We know the old saying, it's cheaper
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to keep the customer you have than it
is to bring in a new one; the same holds
true for employees, " he says, adding
that statistics indicate 25 percent of
existing employees are currently eyeing
a move to another position or company.
" Beneit programs, engagement training
for managers and supervisors, pay-rate
evaluations and workplace lexibility all
play a role in retaining current employees. "
For example, Richardson says the
average retention rate at L & A Tent &
Event Rentals is more than 12 years.
He attributes this stickiness to offering
higher wages than the industry average,
paid vacations, medical insurance,
401(k) and bonuses at least three times
a year. The company also generally
doesn't lay off any staff in the winter.
Employees are looking for more
than a paycheck, Sorenson says.
32 intents dec 2021-jan 2022
Although in surveys, money is always
among the top-ive motivating factors, it
seldom, if ever, is number one. As such,
companies need to learn what motivates
individual employees.
" Is it scheduling lexibility? Knowing
their contributions to the company
are valued? The relationship between
the employee and [his/her] direct
supervisor? The opportunity to grow
the company? It's different for every
person, " Sorenson says. " The worst
thing a company can do is develop a
new employee beneit without irst
talking to employees. Too often I've
seen companies spend time and
energy developing a new program
for employees only to see a 5 percent
utilization. They developed something
the employees didn't want or see the
value in. "
Sorenson says many companies are
moving to an à la carte beneits package
approach, enabling employees to
select what's most important to them.
Whatever the strategy, it's essential that
companies listen to employees. This
doesn't mean running with every idea
or creating a program speciic to every
person; it's simply a way to ensure that
what ends up being offered is desired.
" Employers who are feeling the crunch
right now aren't alone, " Sorenson says.
" I have clients ask me why they can't
ind employees or people to even show
up for a scheduled interview. I tell them
they're in good company; it's happening
to many employers now. Don't overwork
the employees [you do have] because the
burnout will cause you to deepen your
recruiting woes, " he cautions. " There's a
ine balance in the employer/employee
relationship. It's up to each manager to
ind what works for their employees. "
Pamela Mills-Senn is a writer based in Seal
Beach, Calif.
http://www.InTentsMag.com

InTents December 2021/January 2022

Table of Contents for the Digital Edition of InTents December 2021/January 2022

InTents December 2021/January 2022 - Cover1
InTents December 2021/January 2022 - Cover2
InTents December 2021/January 2022 - 1
InTents December 2021/January 2022 - 2
InTents December 2021/January 2022 - 3
InTents December 2021/January 2022 - 4
InTents December 2021/January 2022 - 5
InTents December 2021/January 2022 - 6
InTents December 2021/January 2022 - 7
InTents December 2021/January 2022 - 8
InTents December 2021/January 2022 - 9
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InTents December 2021/January 2022 - 16
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InTents December 2021/January 2022 - Cover3
InTents December 2021/January 2022 - Cover4
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