I know we are in the dog days of summer, and the last thing on your mind is staff recruiting. You don’t have time, patience or brainpower at this moment. If you have a moment, let me be a soundboard.

It’s just not like what it used to be when golf courses were flooded with an abundance of qualified candidates including those with a college education.

Today’s workforce isn’t willing to put their nose down and grind. It’s beyond frustrating.

Hear me out.

That’s exactly how I felt in 2015, when I was 8 people short, a workplace atmosphere that would repulse any candidate, and offering dismal wages against the lowest unemployment rate in Baltimore County in the last 20 years.

There was work to be done, and I had no pipeline to “plug and play”. My frustration with our millennials grew every day, which filtered to the rest of staff who had to do more with less.

Even worse, our assistants were burned out, because they had minimal time off and were carrying the burden of the shortage in staff.

I remember the day vividly, I didn’t know how I was going to survive – mentally – another season with this labor crisis.

Sitting at the local watering hole commiserating with colleagues wasn’t the solution. I needed to change and solve the problem.

Don’t worry, there’s hope. It all changed for me that day when . . . I’m hosting a webinar on July 15th at 9:00 a.m. to go over my exact process of how I did this. If you’re feeling like I was feeling before (or maybe you have a colleague who is?), I would LOVE to share this with you. I know your pain and I know it’s 100x better on the other side.

I’m sharing the step­ by ­step of how to get from point A to point B , will you join me?

Here’s what is different about this process. You can generate an overabundance of qualified candidates by letting a couple key figures in your community know exactly what you do and are a GREAT place to work.

Here’s what we’ll be talking about:

• Developing an inclusive workplace atmosphere that resonates with any demographic
• Building key relationships within your community that will churn out an endless supply of candidates
• Addressing skill gaps with the proper framework and development systems
• A call to action to unify and mobilize the industry to attract GREAT people

Space is limited to 30 people, so I can spend time on a Q&A session.

Tyler Bloom
Workforce & Leadership