Companies have plenty of reasons to make heavy investments in PERM recruitment ads and other employment ads. In some cases, they may be doing a major expansion or project and need to fill extra space. However, the true reason is that no matter what niche you are in or what size your business is, you need industrious and skilled talent in order to succeed. A major reason for this is that turnover, to some extent, is inevitable. This isn’t necessarily about poor employee retention, but more about things you can’t control, like employees changing career paths or going into retirement. Because of this, you want to formulate listings that do the best job possible of drawing in top prospects. Here’s how to make this happen.
Communication In Ads
When formulating your immigration labor advertising, compensation is something you want front and center. As a result, you don’t want to put together a rate based on your budget versus what the market is for that talent and skill level. Why is this the case? Ultimately, the top professionals in a given job role do their research when it comes to the rates that they command. No matter what you offer, if you’re putting out a rate that doesn’t match that standard, there’s little reason for them to work for you.
With this said, some people may feel that this freezes small businesses out of attracting top talent. This isn’t necessarily the case. For example, if you do your research and find there’s a glut of professionals out there looking for work, you may have a bit of leverage with your rates. However, if you can’t match up in terms of salary, the best way to compete is to utilize other benefits in your listings to try and draw people in. One example of this is an employee benefit program. For some people, having a strong benefits package is worth a smaller take-home salary. This means including things like medical insurance, life insurance, and dental insurance. In your listing, make sure you specify what the options are.
For small business owners without background in this regard, it may be difficult to try and properly formulate these ideas. One resource you want to use here is various small business organizations, like your local Chamber of Commerce. In some cases, these organizations can help connect you to some of the more inexpensive employee benefit programs out there. However, again, it’s key to look at the market. If these benefits packages are below what other companies are offering, it’s not likely to have the result you want.
What Employees Want
All advertising is about putting yourself in the head of your target audience. This means that you should work to do the same when it comes to your listings, as this immigration advertising is a form of general advertising. One major concern that employees have lately is in regard to their work/life balance. Employees are willing to work hard, but not interested in completely sacrificing their personal or family lives to do so. As a result, it’s important that you communicate any sort of recreation that may be near your workplace. Another thing worth considering is what sort of flexible work situation options you have available. Is telecommunication for some days of the week possible? How about adjustable hours? This could make you more appealing than a company that offers more money, but has stringent requirements.
Another area where small businesses may feel like they are struggling is being able to add employee perks to their listings. However, this can be an opportunity to make things work for you. For example, not every small business is going to be able to offer a gym or workout area on-site. However, chances are there are equivalents of those nearby. Making a deal to have employees get memberships at a discount could help serve as a budget-friendly version of an ideal perk.
Another thing that’s essential in your employment listing is making sure that you cover future opportunities for training and advancement. Employee retention is important, and one major reason why employees leave an otherwise happy situation is because they are trying to move further in their careers. Make sure that your listing covers things that you can offer in this regard, from training courses to a management track. This helps create employees who have long-term plans for working with your company.
Profit sharing is one thing that many companies use to try and sweeten the pot for future employees. Granted, this doesn’t always work out in practice, but for startups and other growing companies, it may be a way to help stand out. Perhaps the biggest barrier in this regard is the logistical one. To implement profit sharing, you need to have a plan in place, then set up a trust and record-keeping system. There are resources out there for small businesses to help formulate these plans, but it’s important that you consult with a lawyer also. This will make sure you don’t accidentally cause any legal risk to your company.
We should also talk about exactly how you are sending out your employment ads as well. Having too narrow a focus could hurt your chances of getting a potential top employee that you want, just because they may not use the channels you’re looking at. There are a few ways to get around this. You can try and use conventional job boards and websites, or look at colleges if you are trying to get younger talent. Social media is a useful resource as well, but you want to use platforms that your target audience is likely to be on. Finally, it’s not a bad idea to try and talk to some of your top employees about open positions. Established workers often know several professionals from their network. There may be someone they can vouch for who is qualified and looking for work.