Best Practices When Staffing Out-of-Town or Out-of-State jobs from an Orlando Staffing Expert

Staffing out-of-town or out-of-state jobs can present unique challenges for businesses, including logistical considerations, unfamiliar labor markets, and potential cultural differences. In Orlando, a city known for its diverse industries and growing job market, implementing effective staffing practices for such situations is crucial.

According to the U.S. Census Bureau, nearly 444,500 people moved to Florida during the period spanning July 2021-July 2022. That’s more than 1,000 people per day coming to the Sunshine State.

As a result, local companies would be wise to tap into these migration trends and consider targeting prospective employees before they’ve made the move.

Here are some tips from a local staffing expert on how Orlando companies can tap into out-of-town or out-of-state jobs in their staffing recruitment efforts.

Understand Local Labor Markets

 Before beginning the staffing process, conduct thorough research on the local labor markets in the target location. Understand the specific job market trends, skill sets in demand, and wage expectations. This knowledge will help you align your staffing strategies with the local talent pool and ensure you attract qualified candidates.

According to the Orlando Economic Partnership, companies like CMG Cleantech S.A., Club Media Network, Cameron Manufacturing & Design Verse, Rocket Technology, The Deluxe Group, CURIS System, Luminar Technologies, Arden Photonics, Mass Virtual announced either relocations to or expansions in Central Florida thus far in 2023, bringing 1,657 jobs from among this group alone.

Collaborate with Local Partners

Establishing partnerships with a local staffing agency or recruitment firm, like KBI Staffing Solutions, or job boards can provide valuable insights and connections. These partners can help you navigate the local job market, source qualified candidates, and ensure compliance with regional regulations. Their expertise and networks can significantly streamline the staffing process and increase the likelihood of finding the right talent for your out-of-town or out-of-state jobs.

Tailor Job Descriptions and Requirements

Craft job descriptions that reflect the specific needs of the out-of-town or out-of-state jobs. Clearly outline any unique requirements, such as relocation assistance, housing arrangements, or travel expectations. Be transparent about the geographic location and any potential challenges associated with the position. This will help attract candidates who are genuinely interested and prepared for the opportunity.

Leverage Digital Platforms

 Utilize online platforms, such as job boards, professional networking sites, and social media, to reach a wider pool of candidates. Leverage targeted digital advertising to promote your out-of-town or out-of-state job opportunities in Orlando. Optimize your online presence by showcasing the benefits of working with your organization, including relocation assistance, career growth, and the vibrant Orlando community.

Conduct Remote Interviews and Assessments

 Take advantage of technology to conduct remote interviews and assessments. Platforms like video conferencing over Zoom and online testing tools, such as Wonderlic, allow you to evaluate candidates efficiently, regardless of their physical location. Prepare interview questions that assess not only the candidates' qualifications but also their ability to adapt to the out-of-town or out-of-state work environment.

Facilitate Onboarding and Integration

Once candidates are selected, ensure a smooth onboarding process. Provide comprehensive information about the job location, housing options, and any necessary relocation assistance. Assign a point of contact who can address any concerns or questions during the transition period. Offer orientation sessions to familiarize new employees with the Orlando area and provide resources for integrating into the local community.

Foster Communication and Engagement

Maintain open lines of communication with remote employees. Leverage technology for regular check-ins, team meetings, and virtual collaboration. Encourage cross-functional interactions and create opportunities for remote workers to connect with the main office or other team members. This will help foster a sense of belonging and promote engagement among employees working out-of-town or out-of-state.

Staffing out-of-town or out-of-state jobs in Orlando requires careful planning and implementation of best practices. By understanding local labor markets, collaborating with local partners, tailoring job descriptions, leveraging digital platforms, conducting remote interviews and assessments, facilitating onboarding and integration, and fostering communication and engagement, businesses can optimize their staffing efforts and achieve successful outcomes.

For more information about how an Orlando staffing agency can help you identify and hire more out-of-town or out-of-state candidates, please visit www.kbistaffingsolutions.com

###

By Tiffany Hughes, KBI Staffing Solutions


New Immigration Law May Impact Florida Construction Employers, Workforce, Says Orlando Staffing Expert

According to the Kaiser Family Foundation, Florida is home to 1.8 million noncitizen immigrants, making up 8 percent of the state’s total population and a significant component of Florida’s construction labor force.

A New Law

A new law, which went into effect July 1, makes the documentation process for these workers much more complex. According to Gov. Ron DeSantis’ office, the law “makes using E-Verify mandatory for any employer with 25 or more employees, imposes enforceable penalties for those employing illegal aliens, and enhances penalties for human smuggling. Additionally, this bill prohibits local governments from issuing Identification Cards (ID) to illegal aliens, invalidates ID cards issued to illegal aliens in other states, and requires hospitals to collect and submit data on the costs of providing health care to illegal aliens.”

In a recent interview with WUSF, Chassity Vega, CEO of the Greater Orlando Builder’s Association said the group is in "an urgent monitoring stage" and the association is reviewing the law and preparing to help its members follow it.”

Potential Impacts

That’s a good thing. For employers, the penalties are heavy. Violations can lead up to fines of $1,000 per day.

For workers, the potential impacts are more personal. Prohibiting the issuance of identification cards will make getting a Florida Drivers License more difficult for this group, which will not only make it more difficult for them to provide the document necessary during the hiring process, but will also likely limit their mobility because they won’t be able to legally operate a motor vehicle to get to and from work or incentivizing workers to move to other states where they can earn more without risk of deportation.

In a recent Reuters article, Mexico's government said the Florida law was the equivalent of “racial profiling and a hate crime. Criminalization is not the way to solve the issue of undocumented immigration,” the article said. “The existence of transnational labor markets, and the intense ties of trade and tourism between Mexico and Florida, cannot be overlooked by measures inspired by xenophobic and white nationalist sentiments.”

While I have yet to see this in Central Florida, multiple news articles pointed out the real-world impacts of the new law, citing dwindling crews at constructions site across South Florida and suggesting that the new law was compounding an already tight market for skilled and unskilled construction labor.

In one of those articles, Tom Murphy, co-president of Coastal Construction said, “we fully support documentation of the immigrant workforce, the new law is aggravating an already trying situation."

Available Resources

As construction companies try to adapt to the new realities of the Florida law, a staffing agency can be a valued partner. Agencies, such as KBI Staffing Solutions, already have rosters of vetted skilled and unskilled labor in place and can facilitate getting those workers to the job site in a very short amount of time. For more information about construction staffing, contact me at t.hughes@kbistaffingsolutions.com.

###

By Tiffany Hughes, KBI Staffing