Americans are not known for taking their allotted vacation time through their employers. According to the Washington Post, “Even when Americans get paid time off, they don’t use it all. And when they do use their days – it may not come as a surprise to learn – many of them fail to leave work fully behind.” According to Allianz, nearly three quarters of Americans take micro-vacations, amounting to less than 4 days away, often including weekends.
But as we move into the summer of 2021, hotel bookings, private rentals, and planned time off is surging. TripAdvisor is anticipating more than 67% of households taking an extended vacation during the summer months, a surge that is leaving many employers scrambling as many people have not had any leisure time off in nearly fifteen months.
The increased need for qualified technical talent complicates the interviewing process, training, and successful hiring of new employees this summer. For the first time in many years, vacation-goers are indicating that they will finally cut the cord during their time off and recharge without a direct line to the office.
How are companies coping with current hiring managers and TA decision makers who are slated to take back-to-back time off for the next three months? Organizations have gotten creative with their current employees – limiting the amount of vacation days that can be taken between Memorial Day & Labor Day, closing down operations to force paid time off, or offering incentives to use vacation time after the summer rush.
But this doesn’t address the pile-on of PTO usage when organizations are in dire need of help, particularly in areas like technology. Only 16% of tech jobs were filled in March – leaving over 300,000 open, according to CompTIA.
Companies need to take action now to ensure they’re not facing a double staffing shortage; back-to-back time off of their current staff, and the missed opportunity to have new employees onboarded and up-to-speed in Q3. Additionally, some flexibility will be required as new employees likely have their own vacations booked prior to joining a company. Beyond global PTO policy changes, clear communication and direction amongst individual teams will be critical in successfully making new hires.
Prepare your staff by defining every person’s role in the upcoming hiring process. What is expected of them, and when? If they will be on vacation, set boundaries and choose potential alternative interviewers who can fill in.
Get Buy In
Leaving your team in the dark about hiring goals means that no expectations have been set or preparations made. It’s difficult to get buy-in when you’ve left them out of the loop. Prepared staff are more likely to take an hour out of their vacation time if they are anticipating it.
Empathize & Validate
We’re all exhausted. It’s been 15 months of uncertainty and we all need a break, whether it’s on a beach in Mexico or building a deck in the backyard. Time off is valid; no matter how employees spend it.
In addition to preparing your own employees and getting buy-in from them, it is valuable for your team or TA to know general hiring timelines. Setting up a framework of timelines sets expectations and provides more clarity into how they play a role in the upcoming weeks or months.
Create a Process
When preparation doesn’t account for unexpected projects or shifts in organizational goals, create a process that delegates responsibility. Consequently, If you are hiring a new team member or if a team member leaves and needs to be replaced quickly, everyone understands their role in the interviewing, hiring and onboarding process.
If you are faced with staff turnover, a surge in PTO requests and are understaffed this summer, consider bringing in consultants who can hit the ground running and relieve the immediate burden that your tech teams may be facing. If you have questions about the process of hiring a consultant, reach out to the Talener team for more information.