Coming Soon in Textile Services: Recruitment/Retention Tips

Staffing shortages pose a major headache for many operators in the linen, uniform and facility services industry. With that in mind, October’s Textile Services will include an article with advice from several human resources consultants for cutting turnover and boosting hiring in a time of post-pandemic uncertainty.

The article, written by freelance author Phillip M. Perry, notes that the biggest challenge in hiring today centers on people under the age of 25, the so-called “Gen Zers.” Like other generational cohorts, such as baby boomers, prospective employees from the Gen Zers group tend to reflect the culture in which they grew up. For example, as children, many lived through the 2008-’09 recession, and that experience fosters a desire for job security.

They are also the most tech-savvy generation to date. To reach them, your hiring message must go where they “hang out,” that is, online, says consultant Don Phin. Don’t rely on Facebook, or LinkedIn to reach them. Those sites appeal to older prospects. Instead, consider placing your hiring pitches on TikTok or Instagram, says consultant Randall Craig.

While traditional messages are fine for your corporate website or LinkedIn posts, Craig recommends the use of more casual, collaborative or “playful” messages on TikTok and Instagram. He calls for using message apps too, such as WhatsApp, Facebook Messenger and texting to get your recruiting message out. Incentivize your staff (especially those in the Gen Z cohort) to give you prospect referrals and to offer positive comments about your company online.

In essence, today’s hiring game is a “sellers’ market” for labor. Employee prospects have the upper hand. That means you must communicate your “unique business proposition” in the right forums to reach prospects. To appeal to Gen Zers, your message should include an emphasis on:

• Your company’s concern for a range of social issues in your community and beyond
• Your company’s concern for the environment
• Your company’s commitment to advancing diversity at all levels.

You’ll want to make these positions clear, especially in the “Careers” section of your corporate website, which should have a prominent place on your homepage. Consultant Jason Dorsey further recommends that “The three things that employers can put in their postings to attract Gen Zers are salary, benefits and schedule flexibility.” Gen Zers aren’t necessarily greedy, he says, but many lived through tough economic times as children – and coming off the pandemic – most are looking to make up for lost income, he says.

Just as importantly, says Dorsey: Once a solid prospect agrees to work with you, your retention effort must begin on Day 1. Ask them why they applied and what their expectations are. Also spell out your own benchmarks for job performance. Do regular follow-ups in the coming weeks and months to keep the process on track.

It takes a ton of effort, but Craig notes that, “If you want to get the most out of Gen Zers, you’ve got to support them on every dimension. If you do that, they will perform and tell their friends to come and work at your shop. And when they do leave, they’ll post good things about your company on Glassdoor.”

For more ideas for reaching Gen Zers, watch for October’s issue of Textile Services, and the article titled “Winning the War for Workers: Recruitment/Retention Strategies for Today’s Market.” For a sneak preview, click here to read the article now.