Johnny C. Taylor Jr. tackles your human resources questions as part of a series for USA TODAY. Taylor is president and CEO of the Society for Human Resource Management, the world's largest HR professional society and author of "Reset: A Leader’s Guide to Work in an Age of Upheaval.”

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Question: I had a contentious separation from a fire department where I experienced extreme discrimination. I love the work of being a firefighter, so I am currently looking to join a department in another county. As I get into the recruiting/interviewing process, I am sure they will want to know why I left the previous position. How deep should I go in discussing my experience there? – Derrick

Answer: First and foremost, I commend you for your service in the firefighting profession. It's not a profession people can enter half-heartedly. Given what you've been through and your desire to continue firefighting, you are clearly passionate about the work. As you prepare for new interviews, I urge you to approach this sensitive topic cautiously and honestly. While being truthful is vital, remember to strike a balance by acknowledging the challenges without dwelling too deeply on the negative aspects. Instead, focus on the valuable lessons learned and your personal growth from this experience.

Keep your responses concise and straightforward during the interviews, offering a high-level overview of the challenges you faced without delving into intricate details. Remember to keep your emotions in check and speak respectfully about your former employer. Emphasize the positive aspects of your journey, the valuable lessons you've learned, and how they have contributed to your growth. Highlight the skills you've acquired and your unwavering passion for firefighting. Let your dedication and enthusiasm for making a meaningful impact in the community shine through.

Your underlying message should be, while you've been through a lot, your love of firefighting is unwavering. I wish you success on this journey as you seek your rightful place in a new firefighting family!

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My husband and I own a residential construction and restoration business. We have a hard time recruiting skilled laborers. How can we do a better job of reaching candidates in our community for long-term skilled trades opportunities? – Amil

Unsurprisingly, you are not alone. As the nation's unemployment rate in construction-related industries plummeted from 5% in December 2021 to 3.6 % in June, construction firms have found hiring and retaining qualified, experienced workers increasingly challenging. In a tight labor market, you will want to enhance each step of your hiring process. Here are a few tips:

◾ Improve your job postings. Write a job ad with a clear title, and then sell the compelling aspects of the job, such as benefits, perks, or any specialized equipment your employees use. Include any training and certification or licensing opportunities, and if your company offers paid leave or fully funded medical premiums, mention it.

◾ Sell your company culture and vision. Talk about the camaraderie between your co-workers and management. Highlight if the company has regular get-togethers, and link the job advertisement to various online sites listing testimonials of customers and employees.

◾ Post your open position on construction industry job boards. While large, cross-industry job boards are useful and effective, often industry-specific job boards work best when an employer is looking for an exact skill set.

◾ Create an employee referral program. Reward employees for referring candidates. Typically, if the referred candidate is successfully hired, the employee who made the referral will receive a financial incentive. Even with paying an incentive, employee referrals result in lower hiring costs, and on average, employee referrals stay longer with your company. Why? Because employees typically set realistic expectations about the company and the position of the candidates they refer, which results in greater employee satisfaction.

◾ Widen your talent pool by reaching out to under-tapped or untapped talent. For example, seek candidates who are veterans, older people, individuals with disabilities, individuals who have been previously incarcerated, or recent immigrants. Many people with nontraditional backgrounds may have had construction experience in previous jobs or the base skills needed.

Realistically, we don't expect the labor market to get any easier. Additionally, a widening skills gap where the workforce doesn't have the skills for the available work further exacerbates the labor shortage. Employers will have to double down on their efforts to build their workforces. This means investing in training and development. Equipping workers with coveted skills may mean you lose some workers to the competition, but as you establish your workplace as a great entry point for your industry, you'll attract more candidates. The ones who stick around will share in your eventual success.

I wish you all the best in your recruiting efforts.