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Betsy Anthony

Find Great People

Title: Chief Operating Officer
Years in the staffing industry: 16

What has been the biggest post-pandemic workplace challenge in filling open positions?
Specifically, in the last few years, there have been significant shifts in what employees value, what they want in employers, and why they choose to leave or stay in their role. It has become necessary for HR leadership to develop and implement new strategies to successfully find, align, and retain employees. It’s important for organizations to focus on their employer brand and be intentional about finding ways to stand out from the crowd. With the market as competitive as it is, this could be the make-or-break point. Companies should consider the following when looking at their hiring, onboarding, and retention strategies: Flexibility, wellness, culture and growth opportunities.

What is the biggest need you’re seeing from South Carolina employers?
There’s no question that we are currently facing a historically challenging hiring market and the struggle to find and retain talent is real. No one could have predicted that a global pandemic would expedite such a shift – but here we are, faced with lower labor participation rates, earlier retirements, and higher demands for compensation and workplace flexibility. It’s a culmination of factors, and many companies have never experienced these challenges before. In a market that is driven by candidates, it’s key for companies to pivot and adapt to a new way of thinking to find the best talent.

How can companies most effectively shape their hiring strategy?
Whereas HR traditionally focused on hiring and compliance, they are now being pushed to take on additional focus areas such as retention, engagement, diversity & inclusion, and overall culture in a much more strategic manner. As new generations have entered the workforce, societal norms have shifted, new value platforms have been highlighted, and new work models (i.e., hybrid and remote models) have become more popularized, there has been an inevitable need for companies to react with new creative strategies.

What is your dream job, and why?
I would love to own a boutique that provides a place for women to shop for professional clothing and prepare for an upcoming interview or career change. We would have local partnerships with companies who could donate, or sponsor women looking to re-enter the workforce and provide for their families whose circumstances may not financially allow for this type of service. The goal would be to empower and equip women to look and feel their best when seeking a new job.


 

Bruce Alexander

OpSource Staffing, Inc.

Title: Vice President & Chief Operating Officer
Years in the staffing industry: 23

What has been the biggest post-pandemic workplace challenge in filling open positions?
Employee Retention followed closely by Recruiting and Applicant volume.

What is the biggest need you’re seeing from South Carolina employers?
The biggest need we are seeing is for applicants and/or employees that do not insist on working remote exclusively or only working part time. They need employees that can adapt and embrace jobs where remote working is not an option and employees that cam meet shift schedule requirements.

How can companies most effectively shape their hiring strategy?
? A retention strategy that is effective is the best hiring strategy. People do not stay where they do not like to be. Hiring the desired number of employees will not matter if they do not stay with you.

What is your dream job, and why?
My dream job is one where I can be of service to as many people as possible. Where the culture is one of support and where teammates experience Positivity, Kindness and Generosity from each other as well from Senior Managers. My dream job is one where I can serve God’s Kingdom and the organization simultaneously and in complete harmony.


 

Cam Varner

Recruiting Solutions

Title: President
Years in the staffing industry: 10.5 years personally, 30 years as a company

What has been the biggest post-pandemic workplace challenge in filling open positions?
The biggest challenge to employers nationally is the limited availability of labor. The availability (or lack thereof) of talent has become an even greater challenge in a growing market like South Carolina. An already strained labor supply is met with increased demand from existing employers + new employers entering the market. In addition to struggling to find employees with the required skills, employers are looking for stability in a candidate pool that is offering less and less of it. In conjunction with the shortage of talent, there is a divide between what employers are employees are looking for from each other. Companies who were quick to adapt to market demands in terms of wages and job requirements have fared the best.

What is the biggest need you’re seeing from South Carolina employers?
It’s hard to narrow this down to a single specific “need” that fits all employers, but I’ll address two common areas. First, the need for skilled labor. Among manufacturing employers, you would be hard pressed to find one that does not have a current opening for an experienced maintenance technician. For IT, you could list several job categories, but cybersecurity is among the fastest growing/most in demand. South Carolina employers are having to look outside of the local market to find the talent their business requires. As such, many employers are now offering relocation assistance among other incentives that they previously did not. Secondly, the need for dependable labor. Supply chain shortages have put more pressure than ever on meeting tight production deadlines. We’ve seen employers who have relied on a flexible workforce to meet changing business needs adjust in a number of ways. One, factoring in higher attrition on the front end by increasing the number of workers requested upwards of ten to twenty percent. Two, committing to their regular full-time workforce and retaining them during non-peak periods. Third, many employers are offering sign on and project completion bonuses to increase retention, etc.

How can companies most effectively shape their hiring strategy?
There are very few companies that have not been affected by the current labor market. The question for business owners is, “Where is your company being impacted the most?”. My guess is that not all the areas of the business have been affected equally. Focus on the areas impacted the most and apply remedies that address the specific weak spots in your organization. Data is key! The more data a company has, the better off they are when building a plan. While most organizations are aware of their overall turnover rate, do they know which shift, supervisor, position is being affected the most and why? At what point in an employee’s life cycle are you experiencing the most attrition? What percentage of your turnover is voluntary vs. involuntary and what are the top reasons among each? How do you measure the impact of attrition from your top performers? These are a few starter questions that can help a company consider the costs associated with their current hiring strategy. We’ve worked with many companies where the cost of an increase in worker wages has been more than offset by savings generated in other areas. Historically, employers have evaluated their hiring strategy on an annual basis. I would encourage any business owner to adjust and review this on a quarterly basis moving forward.

What is your dream job, and why?
I am in it! I’m fortunate to lead a talented team of exceptional individuals. On top of that, I have the opportunity to continue a family business that my father, Dean Varner, started over 30 years ago and my mother, Debbie Varner, led prior to me. If I had to choose something different, the PGA Tour doesn’t sound too bad. However, my skills are better suited to staffing!


 

Dannie Newell

The Newell Group

Title: President
Years in the staffing industry: 22

What has been the biggest post-pandemic workplace challenge in filling open positions?
Finding candidates who are able to work in office. Most prefer remote work post pandemic.

What is the biggest need you’re seeing from South Carolina employers?
Qualified technical associates.

How can companies most effectively shape their hiring strategy?
Make a huge effort to improve their hiring brand from ad to start date. Timely feedback after each point of conversation and all the information the candidate needs to understand your company culture and objectives.

What is your dream job, and why?
I would like to be the Director of a non-profit for special needs adults. I have three brave and beautiful speech needs family members who have been very inspiring to me. Also, I would like to dot the I for every Ohio State home football game.


 

Drew Brown

Godshall Recruiting

Title: Vice President
Years in the staffing industry: 19

What has been the biggest post-pandemic workplace challenge in filling open positions?
In a nutshell, I would list 3 factors: baby boomers have decided to retire leaving a large void in experienced employees. Although some are interested in temporary/contract opportunities, most are content and will enjoy the new lifestyle. Secondly, the gig economy (i.e. uber drivers) has created competition for workers and offers more flexibility for someone who would have normally worked in a traditional 9-5 role. Third, the pandemic seemed to create more of a relaxed / stay at home mentality that has kept a portion of workers voluntarily on the sidelines. Until economic conditions change, I would expect more of the same.

What is the biggest need you’re seeing from South Carolina employers?
Accounting, Finance, Healthcare and Engineering. These are typically jobs that are always in demand, but particularly in today’s environment.

How can companies most effectively shape their hiring strategy?
With unemployment in the Upstate area under 3%, companies must consistently work in promoting their business as “employers of choice”. They must not only sell the position but also sell the company. Pay and benefits are important as always, however; today’s candidates are also seeking culture, environment, and flexibility as well!

What is your dream job, and why?
If I wasn’t in staffing, I could be happy working at a ranch similar to Yellowstone!!


 

Erin Vassallo

AppleOne Employment and All’s Well Heathcare

Title: Regional Vice President
Years in the staffing industry: 17

What has been the biggest post-pandemic workplace challenge in filling open positions?
I find that a huge challenge in fulfilling openings is that our local economy is now competing for candidates Nationally. The pandemic helped to equip organizations and, in some cases, forced certain organizations to a work from home or hybrid model. What that created post pandemic for companies in South Carolina is competition for talent with companies from other states. We all know that the labor market is very tight post pandemic and because of the increase in WFH or hybrid roles it is even tighter for our South Carolina market. The good news is this has really shined a light on workforce planning and how an EMPLOYEE value proposition really matters. How you show up for your talent and what competitive offerings you have as part of your total rewards package is more important than ever. It has been an honor to help companies in South Carolina come up with what makes them special and why they are or should be known as a top employer in order to attract local talent for their jobs. The pandemic changed the employment landscape permanently for employers and employees alike. Today’s talent is looking at work/life balance, employee wellness programs, social and sustainability initiatives and employee focused leadership. Partnering with our clients to help foster cultural changes within their organization has been an opportunity for us and our clients to learn and grow together.

What is the biggest need you’re seeing from South Carolina employers?
I have found over the last couple of months that employers desperately need help in advertising their opportunities successfully and having a partner they can rely on to help them create as much “buzz” as possible about why their organization is a great place to work. As a leader in the Staffing industry, my job is to be a true “Hype Man” for the companies that trust me. We love to help organization reach as many candidates as possible through our vast network and in order to find the right candidates you need partners that are connected throughout the community and you need someone that cares about the mission and values of the organization they are partnering with.

How can companies most effectively shape their hiring strategy?
I firmly believe that a hiring strategy is twofold. You start by attracting talent through understanding what makes your company unique and marketable. In order for this first part to be successful you also have to do the hard work, which is maintaining engagement and retention. Your company can hire, but if you do not engage your new and current staff you cannot attract and maintain culture. The great news is with us as a partner we help you in the pursuit of both of these key components of the hiring strategy. Having a partner that will do the work alongside you is an important part of holistically looking at your ongoing hiring process and yearly strategy to stay relevant in our fast-paced market.

What is your dream job, and why?
I can with my whole heart tell you that I am living in my dream job. I started with The ActOne Group right after college and will never leave this organization. I know these days that I am one of the few that can say that I stumbled upon a career that will be a lifelong one


 

John Starmack, Jr.

TM Floyd & Company

Title: Chief Executive Officer
Years in the staffing industry: Over 30 years in IT consulting and staffing

What has been the biggest post-pandemic workplace challenge in filling open positions?
The pandemic caused a significant shift in people’s priorities and expectations with regards to their personal lives and professional careers. Aligning this new mindset with employer’s requirements and needs necessitates greater flexibility, creativity, and communications than ever before as we are the bridge between these professionals and the companies needing their expertise.

What is the biggest need you’re seeing from South Carolina employers?
Currently, there is a strong demand for all types of IT professionals with new requests for application developers, cloud experts, infrastructure and cybersecurity specialists, business analysts, and technical support personnel being created daily.

How can companies most effectively shape their hiring strategy?
Companies that have clear goals that translate into well-defined job positions, operate in team environments that value and show appreciation to their employees, provide for flexibility with their employees, and act decisively are the ones that are getting the top talent.

What is your dream job, and why?
Since I am not playing quarterback in the NFL, I am working in my dream job. My drive is to help others accomplish more than they think is possible. In my current role, I am leading an incredible team of staff and consultants to grow and expand into new markets while constantly improving the services that we deliver. Nearly every day, the highlight of my day is when I hear that one of our clients or employees is succeeding in something new or different that was not occurring before we were involved.


 

Kim Wallace

EmployBridge / Hire Dynamics

Title: President, East Coast
Years in the staffing industry: 25 years

What has been the biggest post-pandemic workplace challenge in filling open positions?
Post-pandemic has provided job seekers many options for work schedules including adjusted shift times and flexible remote work schedules for partial weekdays or full remote. Since the pandemic many candidates have increased personal responsibilities that is a larger part of their decision on where and when to work. Job seekers now look more closely for positions that fit their personal work-life balance which can create a time delay in fulfillment of open positions.

What is the biggest need you’re seeing from South Carolina employers?
SC is a great state to work and has a large variety of different business segments. SC employers continues to thrive and seek out top quality candidates who will truly be loyal to the organization. With the large amount of growth in the state which includes growth of the companies there is a large opportunity for candidates to increase their skill set and be promoted within the SC companies.

How can companies most effectively shape their hiring strategy?
Timely decision on hiring for quality candidates is important so the candidates can commit and will not seek other opportunities. It is also important to seek the best quality candidate that fit the company culture and be willing to invest in those candidates for long term loyalty.

What is your dream job, and why?
I feel that I have my dream job. I have the opportunity along with my teammates across the U.S. to represent the largest US based industrial staffing company to help the communities we serve by placing top quality talent at top clients in the state of SC and can make a difference in many lives.


 

Lee Kester

Kester Search Group, LLC

Title: CEO & Founder
Years in the staffing industry: 16

What has been the biggest post-pandemic workplace challenge in filling open positions?
We are seeing candidates being more risk adverse and hiring managers are being more picky. Candidates are looking for the perfect job to make a move and the hiring managers are also trying to check a lot of boxes, which makes it harder to make the right match. We are also seeing a strong desire from millennials and generation Z to work remotely, and that is not an option for certain roles.

What is the biggest need you’re seeing from South Carolina employers?
Engineers, software developers, IT Manager, and sales and marketing roles.

How can companies most effectively shape their hiring strategy?
We would recommend that you utilize internal HR for the routine, high volume positions, and then partner with an external specialist boutique firm for leadership and sales and marketing positions.

What is your dream job, and why?
My dream job is my current role, of CEO and founder of a privately held, high growth recruiting firm that is laser focused on improving lives, building great companies, and driving innovation.


 

Nanci Fields

GPS – Gallman Personnel Services Inc.

Title: CEO/President
Years in the staffing industry: 36

What has been the biggest post-pandemic workplace challenge in filling open positions?
Increasing wages to entice talent seems to be the prevailing tactic but retaining that talent is the ultimate challenge as there is always another employer offering more. While these wages, bonuses, and flexible workspaces lure candidates, ultimately companies must realize that job seekers, whether in manufacturing/industrial, service, healthcare, etc., have ample positions in the job marketplace to gain fulfilling and monetarily beneficial employment. Employees are taking environment, schedule, management style and more into consideration and, if the employee is not engaged, they will simply transition into the open arms of the next employer anxiously seeking their willingness to work.

What is the biggest need you’re seeing from South Carolina employers?
Use caution if you are engaging in the wage wars. You can quickly price yourself out of business with ever-increasing wages without comparable production and price increases. Yes, SC is long overdue for a wage correction; however, there is more to achieving employment satisfaction than the dollar. Culture and engagement are key. Most employees want to be a part of something bigger than themselves where they are valued, offered growth, and allowed a voice. The wage war can be maintained by big business but can very well be bad news for the small businesses of SC.

How can companies most effectively shape their hiring strategy?
Invest the time now to define your company culture if you have not done so. Identify the strengths that make you a preferred employer of choice and determine why your long-term employees are long-term. Advertise those qualities to draw the interest of job seekers not simply looking for the dollar but looking for a place to become a value add with benefits.

What is your dream job, and why?
I am blessed to live my dream job each day, I have been in the staffing industry my entire adult life. I am surrounded by many talented people who are personally invested in what we do. We strive to not only serve our employees and clients in surmounting their employment challenges but to give back to our communities and become difference makers in the lives of those we touch.


 

Harry Batson

Condustrial Inc.

Title: Director of Operations Upstate Office
Years in the staffing industry: 5

What has been the biggest post-pandemic workplace challenge in filling open positions?
Well, with the great resignation after Covid it has really tightened the labor market and it has been tough getting employees back to work. It is the most difficult time that I can remember and it has caused us to become more creative in attracting quality employees. I think in the Upstate we have been helped by the numbers of new families moving to the Greenville/Spartanburg area. We begin working with them long before they move to the Upstate, so they know they have a job once they arrive. I always try to welcome them and ease their anxiety of moving to a new city.

What is the biggest need you’re seeing from South Carolina employers?
Good, dependable, employees who will show up and give a fair day’s work for a fair day’s pay. Employers are having to pay quite a bit more for the same employees they had a year or two ago and I try to talk with all our candidates about how important it is show up on time everyday and when at work do the best that they are capable of doing. If they do this, they will most likely guarantee themselves long-term employment and the opportunities for advancement are greatly improved.

How can companies most effectively shape their hiring strategy?
I think by using a professional staffing company like Condustrial Inc. I was talking with an HR Manager this week and their comment was “I spend all my time setting up potential candidates, send them to a drug testing facility, run a background check and I never hear from them again”. That is what Condustrial is here for to find and screen candidates, present only those candidates that have passed the company’s requirements. We then present the HR Manager with qualified candidates for consideration. This greatly reduces the wasted time for the company. Recruiting, screening, and processing is all taken off the HR Manager and they are left with the quality applicants that Condustrial provides. I take pride in knowing what each individual company’s requirements are and the company’s culture and I try to match candidates to the right company.

What is your dream job, and why?
To be a professional baseball player but at 61 I have realized that dream has long passed. I really enjoy my job at Condustrial. I take an active role in trying to know each employee we place, making sure we set them up for success as well as making sure each employee is a good fit for our customer. I am truly happy once the employee completes our contract and goes permanent with our customer. It is a win for all 3 parties involved. I have great satisfaction in knowing I was there to help people with their career paths, which in turn helps them provide for their families.


 

Herb Dew

Human Technologies, Inc.

Title: CEO
Years in the staffing industry: 35

What has been the biggest post-pandemic workplace challenge in filling open positions?
Probably the biggest challenge is the RETENTION of good employees. The job market has been so hectic. So many openings and a shortage of people. Companies across most sectors are seeing an uptick in turnover. So, The challenge has been: how do companies modify their culture to attract and retain the people they need?

What is the biggest need you’re seeing from South Carolina employers?
Coaching on how to build a resilient “people system” that attracts the talent they need but also helps them retain, develop and grow employees.

How can companies most effectively shape their hiring strategy?
Well, I’d start with actually HAVING a strategy! Many companies this year have been in survival mode. And facing severe labor shortages coupled with higher turnover, they have just had to hire who they could. So, my advice is simple: develop a strategy, utilize objective outside help, and put in place an approach to both attracting the people you need and then retaining and developing them. The job market will continue to be difficult moving forward.

What is your dream job, and why?
Its evolved as I have gotten older. I’d say being a fly fishing guide out in Montana would probably be it!


 

Jamiel Kadri

Fulcrum Staffing, LLC

Title: President/Owner
Years in the staffing industry: 22

What has been the biggest post-pandemic workplace challenge in filling open positions?
I think that the biggest challenge in filling open positions post-pandemic has been salary expectations. On the company side, the biggest challenge has been adjusting to the increased salary expectations that candidates have. And on the candidate side, it’s been holding out for more money because they think they can. Whenever two parties negotiate at cross-purposes, you always have a challenge.

What is the biggest need you’re seeing from South Carolina employers?
I think the biggest need we’re seeing here with South Carolina employers is finding quality candidates who are willing to do whatever it takes to get the job done (i.e., who aren’t clock watchers or who don’t mind working in the office or who get that it’s about producing results and not about filling up hours).

How can companies most effectively shape their hiring strategy?
I think that most companies have good intentions to work through a process to get a quality candidate but that they usually short cut it to get someone to fill a position. So, the number one change they should make is to develop a clear hiring process and then stick to it religiously.

What is your dream job, and why?
My dream job is what I’m doing now. I love recruiting and am passionate about helping our clients find the right match for their open positions.