Recruiting new employees: Is it time to mix up your usual practice? | CFIB
Canada's tight labour market means employers may need to shift their strategy for recruiting new employees.
When deciding where you will advertise a job, consider the options from the perspective of the potential candidates. Where do they look for work? Where do they hang out – in person and online?
Raise awareness about your hiring plans with many people. Working with a larger net may help you catch your next great hire from a place you least expected.
Job posting options continue to grow and evolve. Try a blend of traditional methods and some new approaches. Be creative, add warmth and personality to your posts and have some fun.
Online job boards: Some options are free and others charge a fee.
Community gathering sites:
Search out bulletin boards where you can hang a printed job notice. Consider YMCAs and other gyms, libraries, local recreation and performing arts centres, shopping malls, places of worship, cafeterias and public transit shelters.
Tell the people closest to you, including current employees, regular customers, suppliers, family, neighbours and people you see often at those community gathering sites mentioned above.
Technology-based communications are popular and powerful. Along with platforms you already use, try to learn about the newer platforms.
Social media job postings can complement your other activities that promote your goods and services, build your brand, show the workplace culture and interact with customers, future customers and the community. Use your own photos and videos. Don’t be shy to ask your contacts and followers to share your job posts with their contacts.
Signs and notices:
There are places to hang a ‘Now Hiring’ sign, such as your company sign or mobile sign, the front window, at the cash register, on magnetic decals for your company vehicles, on a fence or an A-Frame board.
Make boldly coloured business-card size notices to staple to your bills and receipts. Find another local business from a different industry that will pass out your job notice and in return you share their company brochure with your customers.
Post-secondary career centres:
Check with universities, colleges, vocational and trade schools about job boards and fairs. Candidates would include current students, co-operative education students and recent graduates.
Of course, one of the most important tools when trying to attract top talent is the job ad. It should be exciting and intriguing, while still being honest and accurate. This is a career specialization in itself, but our experts in Business Resources have created one for you! Please follow this link to download your job posting ad template.
Compensation strategies to attract & retain top talent
What is attractive compensation?
- Pay isn't everything. Studies show most workers are willing to relinquish pay (believe it or not, up to $7000 per year) for flexible work arrangement (be it a less-stringent schedule, or remote work opportunities). Further, employees who work from home are, on average, 25% more productive than their in-office counterparts. If you're feeling a financial pinch, this exchange is the quickest way to control your fixed overhead and cash-flow
- Make yours a workplace worth bragging about. Statistics highlight that, on average, benefits cost an employer $8000 per employee per year, and surveying outlines that most employees don't understand, nor appreciate, this cost; so why bother offering it? Instead, try "radical perks":
o 3 months of parental leave top up;
o Money towards travel each year;
o Continuing education program;
o Yearly contributions towards their children’s education fund;
o In-house childcare;
o Paid days off to volunteer
o A “fun” company vehicle (eg. Sports car) that they can use for
personal events on a rotating basis
o Your imagination is the only limitation!
- Don't be shy about compensating workers with a nice title. Many business owners are unwilling to offer the title of Supervisor, Manager, Technician, Specialist, etc., because they believe it adds an element of risk surrounding employment standards entitlements or the requirement to pay more. The reality is, however, that the worker's duties and core functions are actually the determinate factor. Along with a workplace worth bragging about, workers want a job title worth bragging about .