b'increasesarepossible.Youneedtocloselythese things already in other industries, suchmaritimeacademiesandpostingjobson review your operating expenses and then askasrestaurants,wheretheyclosemidweektheir sites. In fact, weve been posting job FOGHORN FOCUSyourself: can I aff ord to pay that higher wage?becausetheysimplydonothavethelistings on a lot of sites that we hope will manpower to open seven days a week in thisbring in some talented applicants. Finally, the uncertainty of everything makesclimate. it difficult to plan for. Here in Boston, theWhat strategies could be eff ective rules about COVID-19 are more stringentHave you been able to attractto solve this employment crisis?than what the governor has said for the state.prospective workers to your The confusion and ever-changing landscapeoperation? Inshort,whenitcomestofi goodnding causesconfusionanddisruptionforpeople to join your operation, the jobs you businesses and employees, not to mentionHonestly,wehaventseenthelevelofmarket have to better than the sea of help our customers.candidates that we usually do when we startwanted signs that are literally everywhere.thesummerhiringprocess.Normally,we Whats the downside of thishave our go-to places to post jobs that haveAgain, creativity could be the key.Working problem? worked well for many years. But, not thiswithajobrecruitermaydriveapplicants year.We just arent seeing the level of goodyour way. Signing bonuses are an option to If passenger vessel operators arent able toapplicants that have been the staple of ourexplore. Or, try encouraging workers to stay fi workforce in the past.for the whole busy season by giving themnd and hire good crew and staff , theyll be forced to make very difficult decisions anda large portion of their bonus at the end, prioritize the services they can off er. TheseWhere and how are you looking forinstead handing it all over at the beginning wouldlikelybecuttingbackthenumberhelp? of the season. ofsailingsoff ered,thelengthofcruises, andmakingchangestotheirhoursofGiven the times we are in, we have to beFor me, I feel strongly that taking care of operation and number of days they are open.creative.Forinstance,weheldvirtualjobgood employees will always pay you back in Additionalmethodsmayincludelongerinterviewsratherthantheusualin-persondividends. If you can get those really good shifts per employee or more shifts.You seeinterviews.Wearealsoworkingwiththeworkers to return this year, fi nd a way to make it worthwhile for them. Urge them to bringinothergoodcandidates,andthen For information on City Experiences, visit cityexperiences.commonetarilyrewardbothofthem.Ifi rmly and for current crew member opportunitiesbelieve that the best employees come from visit cityexperiences.com/careers. word-of-mouthfromyourworkforce. Encourage that! FOGHORN FOCUS: HUMAN RESOURCES 10 FOGHORN'