UNMASKING SCG’s POTENTIAL at the SHRM & NAHCR CONFERENCES

by Human ResourcesRecruitment AdvertisingUncategorized
Tina Davis and Natalie Corsaro at NAHCR conference in Minneapolis, MN 2022.

Now that people are traveling again…the SCG sales team took full advantage of opportunities to reconnect with old friends and make new friends.

In July, SCG attended NAHCR’s Annual Conference in Minneapolis and were provided a fabulous learning environment for health care recruiters at all stages of their careers. Everyone in attendance, whether a new human resource specialist, a tenured TA manager or director, or VP overseeing hiring nurses and clinical professionals, gained content from the conference that catered to their professional development needs. NAHCR is the only conference designed by health care recruiters for health care recruiters. It was a great preview of conversations coming next.

Tina and Natalie at SHRM.

Then in September, Tina Davis, VP of Account Services, and I joined as an exhibitor for the 50th anniversary OH SHRM conference at the Kalahari resort in Sandusky, Ohio. This year, the conference drew over six hundred professionals from around the state to network with peers and celebrate the theme “Unmasking Your Full Potential.” In addition to enjoyable and engaging conversations, we had the opportunity to present our capabilities through a video highlighting SCG’s portfolio of client work at the booth. Many of the attendees we met were focused in the Manufacturing and Education sections and shared struggles in filling hourly positions. We were able to share our experience with similar clients and how SCG can help.

The highlight of the Conference was the gala event which was a chance for everyone to relax and have fun dancing to the Spazmatics! Luckily the accommodations at the Kalahari Resort made it convenient for everyone especially as we all danced the night away. It was an enjoyable few days of sharing, learning, and bonding. Such a great conference…we look forward to next year 😊

Whether you’re looking for a new recruitment ad agency, support for your existing in-house team, or a partner on specific hiring challenges, we can help. Today’s communications landscape can be confusing and downright chaotic. New resources are developed each day, and what worked yesterday, may not be as effective today. Staying ahead of the ever-changing media channels is challenging, and definitely a full-time job. We can help. We’re recruitment marketing specialists. Contact us today to find out what solutions we have for you!

recruitment marketing and cats

Recruitment Marketing and Cats

by AdvertisingMarketingRecruitment Advertising

recruitment marketing and cats

Monday, August 8th is International Cat Day!

I was never a cat person. We always had dogs. Then a mama cat gifted me with kittens, twice, and my journey to crazy cat lady began. Don’t worry. We found homes for many and with the support of my favorite vets, we got everyone checked out, vaccinated, and made sure there wouldn’t be more kittens.  Cat behavior is interesting and got me thinking about how it correlates to my recruitment marketing business at SCG.

#1 – Cats are like passive candidates. You can’t force your intentions on them. They have to come to you. If you dangle the right toy/treat/message and wait patiently, they will eventually acknowledge and respond.

#2 – Looks can be deceiving. Our cats are adorable but have a killer instinct, keeping birds, chipmunks, mice, etc. on notice. In recruitment marketing, you need to review resumes carefully and don’t judge too quickly. You also shouldn’t judge on appearance. Some very talented employees may come with tattoos, piercings, or non-traditional hair choices.

#3 – I often find “gifts” from the cats that aren’t necessarily on my wish list. Sometimes it’s about aligning background and experience with the appropriate open requisition and not just judging against the job applied for.

#4 – I’m a morning person. Many of the cats are night prowlers. I try to understand their behavior and adapt accordingly. When hiring for different shifts, think like your candidate. Put your message out on late night radio or tv. It’s usually less expensive than those coveted drive time radio slots or prime time tv. Host a virtual hiring event or just have a chat bot available for questions overnight.

#5 – Like people, cats need to feel welcomed as part of the team. We recently took in a new cat that needed to be rehomed. He hid under the bed for days. Super timid. Then we put a collar on him and his personality dramatically shifted. Suddenly, he engaged with humans and cats alike. It seemed he needed to feel secure in his new home. In recruitment marketing, whether it’s a branded polo shirt, computer bag, coffee mug or something else, welcome new hires with something that says they are part of the team. For those working onsite, also consider a special badge or pin that identifies new hires so that coworkers can spot them and help when they seem lost or might need assistance.

#6 – Every cat has their own language. Who knew…purring is not the official cat language. Some cats vocalize with sounds that are almost words. Our Amelia has a high-pitched trilling meow. Others are almost silent unless they feel threatened and may hiss or growl. Candidates also have different communication styles. In this market, be open to communicating via phone call, email, text…at least in the beginning. Unless it’s critical to the job function, listen to words as much as communication style. Interviewing can be a stressful situation and well qualified candidates may not perform well. When looking for bilingual candidates use bilingual messaging in ethnic media and be mindful of cultural differences/sensitivities.

Catalina is the cat who started it all and is now Queen of the clowder. From a homeless girl in trouble to a beloved family pet who never strays, she’s found her place. May your recruiting journeys be equally rewarding.

Tina Davis

Tina Davis
VP, Account Services
SCG Advertising & PR

Trendwatch

SCG Trendwatch: Recruitment Industry News & Insights – June 2022

by with No Comment Recruitment Advertising


Trendwatch







Welcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check in each month for the latest updates from all over the web. 

Survey: Half of companies didn’t meet hiring goals last year

Hiring woes have followed employers throughout 2022. At the beginning of the year, local chamber of commerce leaders reported that businesses in their respective regions were struggling to find new workers and that a lack of workers was the biggest factor affecting their local economies.

GoodTime’s report notes the difference between in-office hiring and remote hiring, which may reflect ongoing tensions regarding the choice between moving to a hybrid or fully remote structure versus retaining a mostly in-office workforce.  Read more…

 

Finding it hard to get a new job? Robot recruiters might be to blame

Martin Burch had been working for the Wall Street Journal and its parent company Dow Jones for a few years and was looking for new opportunities. One Sunday in May 2021, he applied for a data analyst position at Bloomberg in London that looked like the perfect fit. He received an immediate response, asking him to take a digital assessment.

It was strange. The assessment showed him different shapes and asked him to figure out the pattern. He started feeling incredulous. “Shouldn’t we be testing my abilities on the job?” he asked himself.  Read more…

  

Employers Grapple with Surge in Mental health issues

More employees are struggling with mental health conditions, and, as a result, employers are fielding more requests for accommodations and dealing with increased absenteeism. Pandemic-related stress at work and at home was a significant part of this trend during the last two years.

Under the federal Americans with Disabilities Act and other nondiscrimination laws, most employers must provide reasonable accommodations to qualified employees with mental health conditions.  Forty-three percent of employers have seen a spike in reasonable accommodation requests related to mental health since the coronavirus pandemic started, according to a new survey from law firm Fisher Phillips.

“We are seeing an increase of employees requesting remote work or a hybrid schedule to accommodate their anxiety and depression,” said Emily Litzinger, a Fisher Phillips attorney in Louisville, Ky. “Additionally, there have been an uptick of requests relating to bringing an emotional support animal to the workplace to help ease the stress related to in-person work.”   Read more…

  

Candidate Ghosting now #1 Challenge for Talent Acquisition Teams

Candidate ghosting is now the number one challenge for recruiters and TA teams.

That’s the inside scoop from our latest global survey of 375 TA practitioners, which we conducted in partnership with Brazen, a leading virtual hiring event and online career fair platform. Aside from their top challenges, our survey also delved into the activities, tactics, and technologies participants are leveraging to attract and source new talent these days.  Read more…

  

Tech Industry Job Market Drops After Decade-Long Immunity

For the first time in more than a decade, the tech industry doesn’t seem to be immune from the downturn hitting other parts of the economy, reports Bloomberg. Job cuts and a disagreeable investment climate are hitting big companies like Stripe and Instacart, and may affect smaller organizations as the financial damage spreads. Read more…

 

A wave of layoffs is sweeping the US. Here are firms that have announced cuts so far, from Carvana to Wells Fargo

Layoffs are sweeping across American businesses in the first half of 2022.

Peloton has already laid off thousands of employees this year. Online car dealer Carvana slashed 12% of its workforce. Even traditionally layoff-resistant companies like Netflix are making cuts, and now real estate brokerages are cutting hundreds of jobs. Read more…

 

Zoominfo acquires Comparable, provider of culture compensation data

ZoomInfo has acquired the recruitment marketing and employer branding platform Comparably. The company said the transaction is intended to help customers proactively attract and engage talent.

A destination for employee reviews and salary data, Comparably attracts job seekers looking for information on company cultures and employee insights. The platform also provides employers with SaaS solutions to amplify and enhance their employer brand and recruitment marketing. Comparably offers custom content, search engine optimization and media recognition through the company’s Best Places to Work awards. Read more…

Energize your Recruitment Efforts

by with No Comment Human ResourcesRecruitment Advertising

As a woman of a certain age, I’m actively working to slow aging and stay physically fit, looking forward to an active retirement.

A good friend convinced me to join Orangetheory Fitness (OTF). OTF works for me because I get bored easily and no two workouts are quite the same. Our coaches push us through a mix of treadmill, rower and weight floor activities that build strength and endurance.  I often sing, dance and joke through a workout. Today wasn’t one of those days. We ran hills (treadmill elevation) and I was doing okay. No speed records but getting it done. Then the weight floor did me in. As coaches swung by to offer advice and adjust my form, I struggled with arm work using light weights and was left frustrated and discouraged.

A lot of my talent acquisition friends are feeling the same way about Recruiting. They do the work, modify their form and if they are lucky enough to get applications, the candidates ghost the process or don’t make it through, all while employees are leaving out the back door.

There are NOW HIRING signs everywhere you look. So why is recruiting so difficult?

High Intensity Interval Training (HIIT) allows you to get results faster than working out at a steady moderate pace. We all need to work smarter rather than harder. Progress comes when you push yourself.

  • Are you posting and praying that candidates will see the ad and apply, or actively sourcing?
  • Are you crafting your message and strategy from the perspective of the target audience? You have to understand your target and speak their language.
  • Are you giving them a reason that they should consider working for you? I passed several billboards recently that said JOIN OUR TEAM! and WE’RE HIRING. That’s it. No reason why I should work for that employer? What do you have to offer that another employer doesn’t?
  • Are you creating brand ambassadors within your current employee population by using testimonial videos, social media sharing, and a culture that they want to brag about?
  • Are you taking your message to the candidates in their day-to-day life with Mobile Display Ads, Streaming TV, branded coffee sleeves, text messaging, Pizza Box ads, and more….
  • Are you actively retaining your current employees?

If you didn’t answer yes to every question, you have some work to do. I’d love to help you fill in the gaps and I’d be happy to share an OTF class pass so you can build the strength to continue pushing through. I will be back at it, starting fresh, next week and will running the annual Atlanta Mission 5k tomorrow.

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SCG Trendwatch: Recruitment Industry News & Insights – June 2021

by with No Comment AdvertisingMarketing

TrendwatchWelcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check in each month for the latest updates from all over the web. 

3 Benefits of Staying Connected to Former Employees 

Today, millennials are now the largest generation in the workforce. In conjunction with Generation Z, together, they make up over half of the American workforce. For many years, millennials have also been criticized as job hoppers. However, a survey done by the Bureau of Labor Statistics shows that, among jobs started by 35 to 44-year-olds, 36% ended in less than a year, and 75% ended in less than five years. While job-hopping isn’t necessarily a bad thing, it can affect a company’s reputation if they are seeing a high rate of employee churn.  Read more…

 

Mandating Vaccination for New Hires 

We’re coming out of the pandemic! This is so great, right?  

It’s not really over, though. With less than 70% of the population vaccinated, it looks like Covid-19 will be around for a while, especially in states with less than 50% vaccinated. (You know who you are.)  

In late May, the Equal Employment Opportunity Commission provided guidance on whether employers could mandate the vaccine. Their answer: Yes, employers are allowed to mandate the vaccine if they have a business reason to do so — provided that the employer reasonably accommodates those employees who cannot be vaccinated for religious or disability-related reasons.  Read more…

  

Leverage Your Circle of Influence to Improve Employee Engagement 

The concept of the Circle of Influence was made popular in Stephen Covey’s best-selling book, 7 Habits of Highly Effective People, released in 1989. In the chapter describing the first habit, Be Proactive, he explains how people respond differently to factors that are in their Circle of Concern, Influence, and Control. 

Many people tend to think of factors that are either within or outside their control. The Circle of Influence provides a third important alternative to help expand our impact, especially as it relates to employee engagement. Read more…

  

Leadership in the Hybrid Workplace 

Is the hybrid workplace here to stay? A behavioral scientist named Jon Levy wrote an article in the Boston Globe (gated access) that essentially said, “Nah, I don’t think so.” And the internet blew up. (As it does.) Whether he’s correctly called it or not remains to be seen. For now, leadership in the hybrid workplace definitely is a thing and here are my hot takes for your consideration.  Read more…

 

What Candidates Value in the Post-Pandemic Market 

It seems that even as the pandemic eases and life gets back to something like “normal,” workers are going to be in motion. That means employers should prepare themselves for new dynamics in the labor market, and new expectations from candidates and employees. 

Although 87% of workers are confident about their current skill set and job security, nearly a third, 32%, plan to look for a new role over the next several months, according to a survey by Robert Half. The primary reasons, at 29% each: the chance to earn more money, and better opportunities for advancement. Read more…

  

Will employers see resignation spikes this summer? 

While general wisdom holds that few people wanted to leave their jobs during the pandemic, data from Visier shows that voluntary resignations did not drop as dramatically as may have been presumed — and for some groups of employees, resignations even increased, the workforce analytics platform’s report said. The report analyzed anonymized, standardized workforce data of over 9 million employee records from more than 4,000 companies.  Read more…

Managing Your Employer Brand During The Pandemic

by with No Comment BrandingHuman ResourcesPublic RelationsRecruitment Advertising

 

As we approach one year of the COVID-19 pandemic, it’s time for companies to do some self-reflection.

  • Did you do everything you could to help your employees and customers during the time of crisis?
  • How will your employer brand reputation be remembered once all of this has passed?

 

Employer branding has always been an integral part of recruitment marketing but the current pandemic has shone a light even further on the role branding plays in candidates’ choice of workplace. Typically, SCG’s process of employer brand development starts with helping our clients define their Employer Value Proposition (EVP) which forms the foundation of their employer brand. In today’s landscape, managing an employer brand looks a little different and requires organizations to be ready to pivot to meet the current climate, plan for contingencies and adapt to employee needs including remote working.

 

During the peak of the pandemic, when uncertainty was rampant and budgets were tight, employer branding often took a back seat but it was actually the most crucial time for organizations to consider how they were treating their employees, customers and community. This would be a key factor not just in attracting talent but also how their reputation would be remembered in the future. Job seekers were paying attention to which employers stepped up during the crisis – how they took care of their employees and customers, and how leadership reacted and led during this time. Did they put people over business?

 

Most organizations did not know how to respond in this unprecedented time. Many were paralyzed and shut down any communications. Others ignored the crisis. Some came off inauthentic or exploitative. According to Linkedin data from April 2020, only 1 in 4 company posts during that time mentioned coronavirus. The posts that resonated most with audiences were those focused on community and support, on stepping up to help relief efforts and putting people first, as well as posts about working from home. SCG’s team, early on, reached out to their clients and encouraged them to address the crisis immediately, directly and authentically. Transparency and community became more valued than maintaining a pristine employer reputation.

 

While there is a light at the end of this tunnel, organizations must continue to maintain and adapt their employer branding and communications to attract and retain quality talent now and in the future.

 

 

 

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SCG Trendwatch: Recruitment Industry News – January 2021

by with No Comment Human ResourcesMarketingOnline StrategyRecruitment Advertising

TrendwatchWelcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check in each month for the latest updates from all over the web.

Want to Improve the Candidate Experience? Start with Communication

Employers have a lot on their plates, to say the least, as companies continue to deal with the fallout from COVID-19. From addressing employee health and safety concerns to navigating remote work, and ensuring business survival. Nevertheless, hiring goes on.

Amidst the chaos, however, it’s easy to let recruiting best practices slip.

Maybe you downsized your HR staff earlier this year, and you don’t have the resources to devote to strategic hiring. Or maybe you desperately need to get people in the door to keep your business afloat after reopening. Regardless of whether candidates check all the boxes.

In these cases, you might be able to get away with writing a shorter job ad, skipping the second round of interviews, or calling every reference an applicant provides. But there is no excuse to overlook delivering a positive candidate experience.  Read more…

Strategy: Who’s Behind the Curtain of Your Recruiting Process?

Whenever organizations look to improve the candidate experience, they tend to focus on process. After all, inefficiencies in the recruiting process can lead to frustrations for everyone — recruiters, hiring managers, and applicants alike. I’ve even written about ways to improve the process at the functional level.

Focusing on the steps in the process is all well and good, but if you fail to consider the people shepherding this process, you’re missing out on some serious improvement potential. The people I’m referring to are, of course, the recruiters.  Read more…

Must-Have Characteristics of a Good Recruiting Video

The world has evolved so much over the past years and modernized so swiftly that it is hard to believe the progress. The internet boom, the advent of social media, the use of Artificial intelligence, and significant technological advancements have made life so much easier.

In between the changes, the corporate world and organizations have also progressed in recruiting top candidates. Out of the many tactics present for recruitment, the use of recruiting videos has gained popularity. Videos are a great way to deliver the message you want in the ways you want.

But what does it take to make a good video that will attract talented candidates for the organization? Let us delve in and make the perfect video that will be both engaging and appealing.  Read more…

Why Remote Work is the Best Opportunity for Diversity & Inclusion Yet

As someone who loves the comradery of office life, I almost hate to admit that I’ve learned a lot by working remotely. No doubt my employees would say the same. Together, we’ve learned that productivity doesn’t have to suffer with distance. We’ve learned to be accepting of interruptions during calls. We’ve learned that turning your camera on for team meetings boosts morale.

But, even beyond such obvious and practical considerations, I’ve learned something bigger: remote work opens the door to new and transformative opportunities.  In fact, more specifically, it creates new opportunities for achieving diversity & inclusion goals—a top priority for nearly all companies today.  Read more…

Creative And Innovative Appreciation Ideas For 2021

According to 2020 statistics from smallbiztrends, a full third of employees say they are  minimally committed to their jobs. Several factors can explain this decline in productivity,  including the global Covid-19 crisis.

However, 2021 brings new opportunities to rekindle employee engagement and get businesses  back on track. Appreciation is a powerful tool in this regard, as it can reward employees for  their hard work and motivate others to do the same.

But traditional recognition means won’t work — they are dated, old fashioned, and too  predictable. Instead, try out these 15 innovative ideas for recognizing hard workers in your  organization. Read more…

HR statistics and trends: Demystifying 2020

This year was a weird one. There’s no need to explain the reason — you already know why. However, apart from weird, it was also an interesting one. Let’s take a closer look at what actually happened and be mindful of what’s coming up. We present to you a selection of HR statistics and trends we gathered for 2020. Read more…

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SCG Trendwatch: Recruitment Industry Insights – December 2020

by with No Comment Human ResourcesRecruitment Advertising

Trendwatch

Welcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check-in each month for the latest updates from all over the web.

Onboarding New Employees in the COVID-19 Era Takes Extra Planning, Effort

​You only get one chance to make a first impression on a new employee. Despite the fact that initial interactions are often now remote instead of in person, welcoming a new employee to your company is vitally important. Consider how you can make new workers feel like part of the team.

“Someone left another company to come work for you,” said Adam R. Calli, SHRM-SCP, principal consultant at Arc Human Capital Consulting LLC in Woodbridge, Va. “Don’t make them regret their decision.”  Read more…

3 Technologies that Enhance Talent Connection

Artificial Intelligence is transforming the recruitment landscape at breakneck speed. With the majority of talent acquisition taking place online, technology that enhances digital connections with candidates has become a must-have in today’s competitive talent market. The pandemic, and the growing demand for online interaction, has merely accelerated this trend.

Here are three exciting technologies which we at AGS believe are key to staying ahead in the recruitment game.  Read more…

Workplace Trends We’ll See in the New Year

As we close out what will undoubtedly be an unconventional year, it leads me to wonder what 2021 will bring. What industry trends will come to light based on the experience of an almost year-long pandemic which has impacted our daily business and personal lives? What movements and shifts will remain as remote work settles in as the new norm?

While 2020 brought us a year that no one could have predicted, we have a chance to chart our course and plan accordingly as we move into 2021. Read more…

Best Practices for Successful Diversity Hiring

What’s the secret to great hiring? Over the years, I’ve seen some great and some not so great hiring practices and processes. If you want to build a strong, high-performing, and diverse team (making the best hires), here are some ideas you should consider including in your hiring process.

Please keep these high-level principles in mind as you continue reading:  Read more…

Use Texting to Remind People to Give Recognition

Is recognition top of mind for your leaders and managers? What if you could remind your leaders and managers to recognize more often, using everyday technology to help?

There is a way to nudge your leaders and managers into giving more frequent and better day-to-day recognition to employees. You can create reminders for your leaders and managers to provide more meaningful and consistent recognition to people. The effect of consistent recognition will improve overall employee experience and performance.

So, how do you do this?   Read more…

Managing Cost Per Living Pay for Remote Workers

Remote working has been steadily rising over recent years. Due to the pandemic, more people than ever are now working from home. This has shown, to all those who previously had differing opinions, that remote working is viable and can have benefits for companies.

It is a trend that will continue to rise, but from that comes a conundrum – should remote workers be paid different salaries based on their location and cost of living?Read more…

Can a Company Be Apolitical?

In the hyper-tense and increasingly political world we live in, it’s no secret that many organizations are taking strong stances on a number of different social issues. From companies like Patagonia to Nike to Ben & Jerry’s, businesses and their leaders have been fearless in actively promoting and pursuing a higher purpose in society that extends far beyond making a profit. Read more…

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SCG Trendwatch: Recruitment Industry Insights – April 2020

by with No Comment Human ResourcesRecruitment Advertising

Trendwatch

Welcome to your monthly round-up for busy HR professionals. Each month, we share the latest news, strategies, tools and trends affecting the recruitment landscape. Check-in each month for the latest updates from all over the web.

How to Win the War for Talent

Companies, and HR departments, in particular, are facing unprecedented challenges when it comes to attracting talent, retaining that talent, and effectively keeping talent engaged in achieving organizational excellence. Read more…

How a Mobile-First Automated Strategy Can Transform Your Recruitment

If your company is having trouble finding and retaining workers, you’re not alone: Employee recruitment and retainment remain a significant challenge for companies across industries. According to CareerBuilder, 50% of human resources managers say they currently have open positions for which they can’t find qualified candidates.  Read more…

Video and social posting up in COVID-19 recruiting era

While some companies have scaled back in response to the pandemic, others are hiring en masse, putting pressure on recruiters to source, engage and hire candidates in a time when in-person interviews or discussions are largely off the table.  Read more…

How Reward Gateway Successfully Shifted Their Teams To Remote Work

Before COVID-19, most of Reward Gateway’s work, collaboration, and communication happened online, but just like many businesses today are experiencing for the first time, transitioning our entire workforce to be fully remote teams has proven to be a difficult shift.  Read more…

Indeed applicants can mark themselves ‘#readytowork’

While unemployment claims continue to rise at unprecedented rates, some employers found their services in high demand and sharply increased recruitment to compensate. Read more…

What Employees and Employers Really Value at Work

With low unemployment and a good market for job opportunities, today’s employees are on the move more than ever before. According to a recent Job Openings and Labor Turnover Survey (JOLTS) from the Bureau of Labor Statistics (BLS), over 3.5 million Americans quit their jobs every month. This is an alarming statistic considering how much it costs from a monetary and productivity standpoint to train a new employee. On average, it costs small businesses about $1,200 to train a new hire and takes eight to 26 weeks for that person to achieve full productivity. Read more…

Contact Tracing

Contact Tracers: The New Normal for Local & State Health Departments

by with No Comment Contact TracingHuman ResourcesRecruitment Advertising

An unprecedented recruitment challenge

Contact Tracing

 

They’re not new. In fact, contact tracers helped defeat SARS in 2003-2004, and are used regularly by health departments to combat HIV, measles, H1N1, and even Ebola.

However, the incredible size of the contact tracing workforce will be the new normal as experts say that the Covid-19 Pandemic has created an explosive need for an army of these health detectives. Where now there are approximately 2,000 contact tracers across the nation, it is likely we will be needing a total force of 200,000 to 300,000.

 

This is an astounding number for a job that up until now has not been researched by the Bureau of Labor Statistics and a major recruitment challenge for our 50 states, 16 territories and thousands of local health departments – not to mention large corporations that may want their own to ensure the safety of their employees.

 

Experts believe that contact tracers will be integral to preventing a second wave of the invisible enemy. That is why the CDC says, “The time to start building the trained workforce is now.”

 

If you are not familiar with contact tracing (and we bet you are not) here is how it works. The positive person is interviewed by an investigator who then reaches out to those contacts suggesting 14 days of isolation and collecting information on others who have been within six feet for 10 minutes or more of the contact.

 

Some of the states are getting a head start on putting together an effective contact tracing team. Massachusetts is looking at a team of 1,000, New Jersey could have as many as 7,000 while California is putting together a team of 10,000 contact tracers. This is while many states are looking at creative ways of filling these critical roles.

 

If you are a Government Health official, Healthcare Administrator or Talent Acquisition professional with an urgent need to hire high-demand individuals as contact tracers, there is one way you can stay ahead of the hiring curve.  Contact SCG.

 

As a valued client of SCG, you will have the power of an award-winning company with 60 years of experience in public relations, research, advertising and association management.

 

More importantly, we have extensive experience in Recruitment Marketing – handling millions of jobs in all industries including extensive experience in health care and government. By using the PESO model of Paid, Earned, Shared and Owned media, we have the tools to work with your marketing and HR departments to scale up quickly and deliver results.

 

The bottom line is, we have the tools and the experience that equip us ready to hit the ground running to meet your Contact Tracing recruitment challenge. Contact Mike Gatta, Vice President, National Development at mgatta@scgadv.com or call (856) 795-7391 ext. 149.

 

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