Topeka-area companies are relying on bonuses and incentives to attract potential employees

Potential new hires have more opportunities in Topeka as an increasing number of employers compete to recruit and retain talent.

Dubbed the Great Resignation in May 2021 by Anthony Klotz, a professor of management at Mays Business School at Texas A&M University, a mass exit of employees has created a nationwide shortage from which employers have yet to recover.

"Retention is an issue because the market is so wide open for employees right now," said Angela Lewis, human resources director for Shawnee County. "You can go somewhere else and make more money."

That is why the county has been working on giving people reasons to come and stay.

Referral bonus program offers $1,500 to new employees

Investing in a wage study performed by Evergreen has resulted in higher salaries. Employees also receive 11 paid holidays, and tuition reimbursement is available.

Lewis said the county has full-time, part-time and seasonal positions available in areas ranging from clerical and accounting, to park maintenance, public works and solid waste disposal.

"We have the most openings at the Department of Corrections right now, but we also need nurses for the Health Department," she said. "We're pretty short over there."

Lewis said a referral bonus program offers $1,500 to the new-hire employee.

The employee who refers them receives the same amount. Payment comes in $300 increments over a year's time.

Union contracts ensure that first responders, department of corrections and 911 dispatchers receive longevity bonuses, and some of the unionized employees receive shift-differential pay, which gives extra compensation to employees who work unusual hours.

"Really our benefits make us very special. For a single person, $25.12 I believe, is the premium for health insurance (which) includes health, dental and prescription drugs," she said. "For $25 a month, that's really good."

"We would love to fill positions at Shawnee County," Lewis said. "If anyone is looking for work, we ask you to look for us first."

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Nationwide, hardest hit sectors include arts, entertainment and recreation, although pain to the Midwest has been somewhat buffered, according to a U.S. Bureau of Labor Statistics study released March 29. Job openings have increased in retail, manufacturing and education as well, it stated.

With the minimum wage at $7.25 ($2.13 for servers), potential employees are prone to avoid many entry-level jobs. Yet some gems exist for people entering the workplace for the first time.

'I think we have a really cool vibe here. The staff is very close'

The Burger Stand Topeka, which is in Brookwood Shopping Center, 2833 SW 29th St., offers $15 plus tips to all of its new hires, no matter their positions. Tips are shared among the crew.

"We split it by day and the number of hours worked," said Joanna Becker, general manager of the locally owned restaurant.

The company also offers an insurance program to its workers.

"They pay their part," Becker said, "and we just cover the rest, and this includes the possibility for health insurance and vision and dental."

Employees must work an average of 21 hours a week (well below the usual requirement of 30 hours) to apply for insurance. After 60 days, they may sign up.

Different levels of plans are available. Though many younger people already have insurance through their parents, and some have insurance through a spouse, the program does have takers, including Becker.

"We are unusual," Becker said, explaining why people should apply. "I think we have a really cool vibe here. The staff is very close and often will do things outside of work.

"We create our own recipes. We try to use all local products. We are sustainable to the environment.

"It's a company that really takes care of its workers."

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'People can get retention bonuses as well as a sign-on bonus'

Another hard hit area is home health care, said Jon Gerdel, president and CEO of Life Patterns Inc., 3300 S.W. 29th St., Suite100, a financial management planner, which serves people who hire in-home support providers through KanCare.

"They select us to help them get their services started, help them understand how to be an employer, because they are their own employers," he said. "Then we do the processing and the workers' payroll, paychecks and do their payroll for them.

Applicants often leave sections incomplete or lack experience needed to perform the tasks required, Gerdel said. Still others never get past the interview phase.

"The people that do act like they are interested, they do set up interviews," he said. "They fail to come in to even do an initial interview. Last week, we had six or seven that did not show up. Two or three did."

The business is hiring one person for its own staff and offers health insurance and 401K.

The Kansas Department for Aging and Disability Services Workforce Incentive Program may make hiring home health workers easier.

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The program offers KanCare providers and individuals that are self directing their home-and-community based services with a one-time allocation in bonuses to new and existing support workers and their immediate supervisors.

"People can get retention bonuses as well as a sign-on bonus through the workforce incentive program that they just put out last Monday," Gerdel said. "We are in the process to get our application set up and turned in by the end of the month."

"When the people that are doing their own self-direction, the rate of pay is not very high and (employees) have a lot to do," he said. "When you have people who are just driving and delivering food making $15 a hour, that's higher than what in-home supports can pay at."

'We engage with our employee base to learn what they value'

“There is no doubt that the recruiting environment across the nation is challenging, and candidates are looking for the best places to work — from many angles,” said Jenifer Purvis, senior vice president, and head of human capital at Security Benefit.

Here is how Security Benefit focuses on benefits.

“We currently allow a hybrid work environment with a relaxed dress code, an onsite daycare center, a robust onsite café, a wonderful park-like campus, many employee engagement activities throughout the year, and so much more," she said.

Jennifer Fulks, vice president and head of human resource operations, said the company often reviews and enhances its benefit offerings.

"We engage with our employee base to learn what they value" she said.

"Beyond the normal medical, prescription, dental and vision, we offer a range of additional benefits like tuition and adoption reimbursement, employee referral bonuses, 13 weeks of paid parental leave, 11 paid holidays, paid time off starting at 18 days, and a highly competitive salary/bonus/profit sharing incentive structure along with a great 401k match.

"We even started offering identity theft monitoring and pet insurance this year as optional benefits, she said. "From culture to benefits to pay, we believe Security Benefit is a great place to be.”

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To find out which Topeka-area companies are offering perks like sign-on bonuses, checking internet postings is a fast and easy way to proceed.

• Mars Chocolate Factory is offering those who apply for its midnight shift $1,500.

• AT&T is offering a $5,000 sign on bonus for an installation technician.

• Marten Transport is offering a $1,000 hiring bonus for a truck driver.

• New employees at J.M. Smucker's Topeka production plant receive a sign on bonus of $1,000. Benefits begin on the first day of work there.

So the Great Resignation can become a great opportunity to find better pay, better benefits, better rewards and a better work atmosphere. Especially in a technologically friendly environment.

This article originally appeared on Topeka Capital-Journal: Employers are beefing up bonuses to make positions in Topeka appealing