As Rhode Island begins kick-starting recovery efforts, employers need to start thinking about their hiring plans.
More than 230,000 Rhode Islanders have filed for unemployment claims since March 9, and the state’s unemployment rate hit 17% in April. Thousands of new job seekers are entering the market every day, but the landscape for hiring looks a lot different than it did six months ago.
We’re entering uncharted territory, and the risk of COVID-19 has given rise to new barriers and concerns for people as they think about returning to work or starting their job hunt. Employers looking to hire and retain employees should rethink their approach and consider incentives that address the growing concerns head-on.
Here are some of the biggest challenges for job seekers that employers need to consider, and solutions that can help.
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As schools remain closed through the summer, child care is a challenge for working parents. Over the past 10 years, child care costs have emerged as one of the biggest barriers to employment, and COVID-19 has brought it to a head. According to a recent analysis, “average child care spending amounts to nearly 10% of the average family income, or 40% higher than the U.S. Department of Health and Human Services’ definition of affordability.” If parents are going to return to work, they need a stable, affordable solution. Employers need to consider incentivizing child care, whether it’s through on-site services, subsidies to make child care more affordable, or co-op models that offer financial incentives for child care near the worksite.
Employers looking to hire and retain employees should rethink their approach.
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Those who take public transportation to work need affordable alternatives. With ridership at over 16 million last year, countless people depend on R.I. Public Transit Authority’s buses every day to get around. But the spread of COVID-19 has many avoiding public transportation altogether. Uber and Lyft incentives can provide a safer solution for those who have no other way of getting to work.
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People are concerned about workplace safety. Providing personal protective equipment is critical to getting people back to work. In addition to providing PPE for everyone, employers should be prepared to share the precautions that are being taken to keep people safe at work.
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Many are looking to pivot their careers, and training is critical. Training and certification programs will become more important as thousands reenter the workforce. Employers need to look at how they can take these programs online and minimize the risk that comes with group trainings. Providing resources and training on how team members can successfully work from home, interview virtually and collaborate with teams remotely is key.
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We’re living in a time of fear and anxiety. According to a Kaiser Family Foundation poll, nearly half of Americans say the coronavirus crisis is negatively impacting their mental health. Ensuring people have support – whether it’s through health benefits, on-site counseling, support groups or self-care activities – will lead to a healthier and more productive workforce.
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Unemployment benefits are keeping people at home. Stimulus checks have been incredibly helpful in supporting those who have been laid off, furloughed or no longer have access to certain resources. But this is a short-term solution. Stimulus money will run out, and recovery will take time. Offering competitive benefits that incentivize people to get back to work now will help offset the expected surge in job seekers.
We’re facing a massive unemployment crisis. We need to work together to address these concerns and help Rhode Islanders get back to work.
Nina Pande is executive director of Skills for Rhode Island’s Future, a nonprofit matching businesses with qualified, unemployed and underemployed job seekers.
