Just when you think you’ve heard it all, one of your employees stumps you with a question you haven’t heard before. The pros at the HR Support Center really have heard it all—at least, until tomorrow.
Here is a recent question and expert advice from HR On-Demand, one of the features available to HR Support Center subscribers.
Question: We are struggling to find new hires. We advertise locally and nationally on major job posting sites. And while we are having some success hiring through agencies, they charge high fees. What are we missing here? We offer a great insurance package, 401(k), profit sharing and competitive rates in one of the most popular cities in the U.S., yet we still have trouble finding good applicants. Any thoughts on the matter?
Answer from Rebecca, HR Pro: You’re not alone. A lot of companies are having trouble filling openings, especially for jobs with skills in high demand. The trick is standing out. I recommend really talking up your benefits, company culture, and perks.
Don’t be shy in your employment ads. Highlight your great insurance package, 401(k), profit sharing, and competitive salary! In fact, I recommend publicizing the salary range. A visible salary range will entice the applicants you want and deter those you don’t.
To really stand out, be sure to mention how great your company culture is. Share your specific values and explain the creative ways you bring them into your organization. Be creative with your employment ads. The look and feel of your ads should tell applicants what kind of company culture you have. So should your social media presence. Many of your prime candidates are using social media daily, and this is a cost-effective way to reach them.
Your best ambassadors, though, are your loyal, happy employees. Ask them to tell their contacts about the great organization they work for, and consider implementing a referral bonus.
If a lack of skilled candidates is the issue, you might consider filling out or expanding your entry level roles. Entry level employees are a great source for promotion into technical and skilled roles. If you don't have any entry level employees, considering creating new positions for a wider talent pipelines. Just remember that once employees are trained or have expanded their skills, they expect higher wages.
Rebecca has a diverse background in Human Resources and Training Management from the temporary staffing and insurance industries. She received her bachelor’s degree from LaRoche College and previously served in a variety of HR management positions.
Want to learn more about how to create a development plan for those high-potential employees mentioned in this answer? Check out one of Paycor’s recent webinars on that topic.
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