New Year, New Job: 5 Recruiting Strategies that Work

If you thought “The Great Resignation” was over, think again. The amount of people quitting their jobs every month is rising. With 23% of Americans saying they’re planning to quit their jobs in the next year - you need to have a great recruiting strategy.

How do you find the best candidates? How do you set yourself apart from the sea of competition? What's the best strategy to fill the vacant jobs with your company? Here are 5 tips to get you started:

1. Utilize Social Networking

Posting where the most people are should be your top priority. With 72% of Americans on social media, it’s the best place to start - but you need an established presence before you start posting jobs.

Post about your work culture. Share what makes your company great, which services you provide and what makes it a great place to work. It’s easy to entice candidates (and prospective clients) by showing the exciting and normal snippets of your daily work life.

2. Find the Best Job Boards

Job boards are the #1 way to reach professionals. Posting on these sites ensures that you’re reaching the maximum number of qualified candidates. 

Do your research, find out which job sites are most active in your industry. Make sure your job posting is thorough and really showcases your benefits and other aspects that set you apart in your industry.

3. Use Referral Incentives

The US Bureau of Labor and Statistics says 85% of jobs are filled by networking. Your employees already bring you the best candidates, why not incentivize them? Providing a cash bonus or other incentive encourages your employees to find even more quality candidates.

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4. Offer Great Benefits

Once you have the candidate ready to interview, you need great benefits to close the deal. 

Think outside of the box - things like unlimited PTO are cheaper for your company than you think and are a great selling point. According to one tech company, employees provided with unlimited PTO options only used 13 days a year, 2 days less than industry standard.

Contributing to healthcare and providing a match on retirement are required as far as most professionals are concerned. Small things like gym memberships and cell phone stipends are a great and inexpensive way to make a candidate feel like you value your employees. 

5. Provide a Stress Free Relocation Experience

Providing relocation benefits in this competitive market is a dealbreaker for many candidates. Moving is already expensive, and costs are rising. If they have no incentive to move, why would they? 

Look for a relocation company that can save you money by providing customized relocation packages to maximize your budget. Candidates want a technology solution for ease of use. Having checklists and options in one place helps take the guesswork out of moving.

If you’d like to learn more about relocation, try our free ebook, The 411 on Relocation Packages.

Human Resources Today