“I need to update my website and do more marketing,” she says.
THE BURNOUT FACTOR
Mike Coffey isn’t planning to hire now, but he will start recruiting if his staff of 16 shows signs of overload. Coffey’s company, Imperative Information Group, does background checks for employers. Business is good for the Fort Worth, Texas, company because the local economy is strong. Employers are hiring and want information about job candidates.
Rather than hire to meet the increased demand, Coffey gives workers overtime two or three times a week. He’s cautious about hiring because he had to lay off 11 employees in 2009, when the job market froze, and he doesn’t want to cut staff again if business slows.
His workers like the overtime. But he keeps an eye on them, watching for clerical mistakes and other signs of burnout.
“Once you start seeing things like that you think, we’re probably starting to get a little fatigued,” Coffey says.
MORE MONEY, WORKERS
Joe Carter wants to hire workers to expand his company that removes asbestos, lead paint and other toxic materials from buildings. Snyder Environmental has two problems: It needs money, and it needs people willing and able to do the work.
Investors who prefer Silicon Valley startups aren’t interested in an unglamorous Little Rock, Arkansas, company, Carter says. And bankers are slow or unwilling to lend to Snyder Environmental or its clients.
“This week, we were delayed again on a project because the bank had not met all the regulatory requirements on the deal,” Carter says.
Snyder Environmental has enough demand to double its business over the next two years, Carter says. But besides the money issue, he can’t find the people he needs to add to his staff of about 55.
Applicants must pass drug tests and they need background checks to get clearance for military projects. They must also pass a physical examination because Carter’s employees work around dust. But Carter’s afraid that those who are hired will leave because they hate the work. He’s had people quit in their first week.