Although nearly 6 million private sector jobs have been eliminated nationally since June 2009, the current job market presents opportunities for Pittsburgh companies who are growing.  The Monster.com Employment Index, a monthly gauge of U.S. online job demand, edged down two points to 119 in September, indicating a major decline in U.S. online recruitment since September 2008, when the index was at 160.  But a closer look reveals that Pittsburgh fares better than every other metropolitan area surveyed!  The current Pittsburgh index is 119, compared with Houston (105), Boston (68), St. Louis (91), Cleveland (76) and Chicago (63).  (The index number reflects the percentage increase in online recruitment activity since 2003-2004.  To see how 22 other cities fared, visit Monster.com.)  

This is good news for Pittsburgh employers who are willing to consider hiring out-of-town candidates.  According to data released by global outplacement consultancy Challenger, Gray and Christmas, Inc. in July, 18.2 percent of job seekers finding employment in the second quarter of 2009 relocated for the position, up from 14.3 percent in the first quarter of 2009, representing the highest job seeker relocation rate since the second quarter of 2006, when it also reached 18.2%. 
 
"Job seekers had been extremely reluctant to relocate up until this most recent quarter," said John Challenger, CEO of outplacement firm Challenger, Gray and Christmas.  "The reluctance was almost certainly related to the inability to sell one's current home without incurring significant losses.  There was also the fear that with the job market so unstable, it was too risky to relocate for a job that might not last. . . . While job seekers are no less likely to lose money on the sale of their home and the job market is only marginally more stable than it was six months ago, the overwhelming desire to get back to work appears to be outweighing the perceived risks," he added.
 
These combined factors may make it easier for Pittsburgh employers to sell the city to potential job applicants.  In one of our recent job searches, we found candidates from Detroit, Portland, Boston and Florida who were willing to take a salary cut, move themselves and "do whatever it takes" to move to "where the jobs are".  And we all know that once people come here, Pittsburgh's quality of life makes it easy to stay.
 

Here are some tips for keeping key employees in tough times.  These options work best if you foresee your business picture improving, since they may be costly long-term.  It may also be best to focus on employees who are in short supply rather than extending these opportunities to all employees.
 

1)      Reduce your workweek.  17% of employers nationwide have reduced employee work hours in the past year, according to a recent SHRM survey.  Keep in mind that payroll can be reduced 20% by going from a five day to a four day workweek, and reduced hours with full benefits is a perk that may work to keep your key players in place longer. 

2)      Extend time off.  Instead of offering two weeks of paid vacation, offer five weeks, two of which are paid.  Be certain the employees to whom this option is offered are committed to staying with your company, for the additional time off makes a job search easier!

3)      Freelance work.  A contract with the company to provide freelance or consulting services until you are able to hire the employee back full-time, and an offer to colleagues to buy some of that employee's time may help you keep your best employees.  (Make sure you check IRS rules before you designate them as subcontractors.)

4)      Sabbaticals (at partial/no salary).  Younger workers suffering from the realization that they need to work five days a week may view this as an attractive option in the short term.  Workers who need their full salary may be less enthusiastic.

5)      One on one employee meetings.  This is a great time to talk to remaining employees about the future of the company.  Sharing information is vital to keeping them onboard and working productively, and answering the question on their mind when they contemplate staying put:  "What's in it for me?"