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D E C E M B E R 1 0 , 2 0 1 8 14 VO L . X X I V N O X X V I I I MUTUAL IS OUR MIDDLE NAME How does MEMIC return millions to Maine employers? SHARED SUCCESS As we conclude the celebration of our 25th anniversary, we'd like to share our story of the mutual success of our company and our policyholders— it's a story of shared risks and welcomed rewards. MEMIC, which stands for Maine Employers' Mutual Insurance Company, specializes in workers' compensation insurance that protects both employees and employers when a worker is injured on the job. Workers' compensation insurance pays for medical bills and replaces a portion of the lost wages for injured workers while they regain their health and return to work. Since MEMIC's inception in 1993, we have paid more than $2.3 billion to support injured workers and pay for their medical care. But that's just part of the story. Thank You to Our Agents for Naming Us MIAA's Insurance Company of the Year 2017-18 INSURANCE COMPANY OF THE YEAR EXCELLENCE IN ALL AREAS MIAA ainterviews and even failing to report for their first day of work. While no one formally tracks "ghosting," businesses report that 20% to 50% of job appli- cants and employees now engage in the behavior, USA Today reported in July. Bryn Carlson, former human resources manager at Apothecary By Design in Portland, has had to deal with ghosts as part of her current work for a Boston-area pharmacy. "at's been one of the most frus- trating things about finding employees in Massachusetts," she says. "We've been understaffed there for so long, and good recruiting simply requires a ton of input and time." e leverage held by job applicants has already affected hiring in other ways. Some interviews that would once have been conducted in person are now being done by phone. "Recruiters everywhere are having to move quicker now," Carlson says. "With this tight market, you can't always go through the full vetting process dur- ing the interview stage, involving every tier of management in the process. Companies are fighting for talent and wasted time spent on additional inter- views can cost you a quality candidate." Maine schools will likely be increas- ingly important to Maine employ- ers, says Brissenden, the spokesman for the Society for Human Resource Management. "ere's a huge focus on intern- ships right now," he says. "Out of necessity, businesses here are getting recruitment going at an earlier stage. e reality is, you need to be in front of (potential recruits) not just when they're in college, but even in high school or middle school." at advice is echoed by Sarah Cox, human resources vice president at L.L.Bean, which employs 4,900 year- round workers. Although "we have realized our challenges this year due to the tight labor market," Cox says by email, "we have increased our focus on intern- ships, which … build a strong pipeline for recruiting, developing and retain- ing future talent." Cox says L.L.Bean has also responded through more flexible sched- uling and options such as allowing its 1,500 seasonal customer service repre- sentatives to work from home. Brissenden recommends that employers become more flexible in con- sidering non-traditional types of hires, such as veterans, people with disabili- ties, Maine's immigrant population and workers with prison records. Whether or not these groups can help fill the labor shortage may hinge on the availability of outside resources, such as language training for new residents. Chambers of commerce, the Society for Human Resource Management and other nonprofits can help. "It's a matter of cultural compe- tency, of two-way learning," Brissenden says. "e question is whether Maine business is disposed for such a diverse population in a sustainable way. Because of the pressures involved these days, that conversation is moving fast." Wi l l i a m H a l l , a c o r r e s p o n d e n t f o r M a i n e b i z , c a n b e r e a c h e d a t e d i t o r i a l @ m a i n e b i z . b i z » C O N T I N U E D F RO M P R E V I O U S PA G E F O C U S P H O T O / T I M G R E E N WAY Bryn Carlson, former HR manager for Apothecary By Design in Portland, now does recruiting for a Boston-area pharmacy. She says the pace of recruiting is moving faster than ever.

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