man getting ready for an interview wearing a suit

You need skilled, dedicated employees to build your business. How do you attract the human capital that will position your business for growth and success?

In many ways, it’s about presenting your business so that candidates will get excited and enthusiastic at the prospect of working for your company. Of course, offering competitive compensation and benefits is always important, but there is much more to the art of positioning your company as the best choice for your top candidates. The following are additional factors that will enhance your company’s attractiveness:

Compensation/Benefits Package

  • Competitive salary
  • Bonus/incentive compensation
  • Healthcare and life insurance benefits
  • Tax-saving retirement plans, i.e. 401(k)
  • Other types of benefits such as childcare assistance and gym membership

Note: When making decisions regarding compensation, it is important to consider whether the employee will be exempt or non-exempt under the federal Fair Labor Standards Act (FLSA). Non-exempt employees are entitled to certain protections (including minimum wage and overtime pay) under the FLSA.

Position-Related Benefits

  • Flexible work arrangements
  • Telecommuting
  • Location and position match to candidate’s individual needs

Support and Training

  • Career-enhancing courses
  • Certifications
  • Career growth and potential

Company Brand

  • Positive, well-known company brand
  • Industry-recognized, successful company

Company Environment

  • Friendly, organized workplace environment
  • Company culture
  • Values and environment

Interview Process

  • Straightforward, friendly, professional interview process

Competitive Analysis

  • Evaluate your competition in the area and strategically plan to offer a package of benefits that will enable you to attract the best talent

Employee Recruiting Success

The key to successful recruiting of new employees is the development of a systematic process for developing job descriptions, generating a pool of candidates, and selecting the right candidate. The following are the major steps involved:

  • Develop a job analysis to identify skills, knowledge, and abilities for each position.
  • Create your job description and selection criteria based on the most current information available and modify when necessary.
  • Develop your recruitment plan in terms of promoting the job opening and generating a pool of candidates.
  • Develop a process for interviewing candidates.
  • Create a process for selecting the best candidates.

Tips for Recruitment Success

  • Before recruiting, consider the possibility of how to accomplish the work without adding staff. Areas to consider include: improve efficiency and divide or allocate additional responsibilities to existing staff.
  • Organize a planning meeting with the hiring manager or relevant staff to determine needs, timeline, and any other recruitment issues.
  • Decide whether your budget will allow for the hiring of a new employee to fill the position.
  • Develop job criteria to help you in the selection process; try to stay within 6-8 criteria.
  • Consider structuring an interview, i.e., develop a set group of questions and determine the best answers with specific scoring before the interview process begins.
  • Base your evaluation of candidates more on skills and job knowledge rather than personality. Many times, skills are the critical factors that consistently predict job success.
  • Be sure to avoid any discriminatory inquiries or statements during the interviewing/recruitment process.