Your Guide to Recruiting and Hiring Quality Candidates

CHAPTER 1 Recruiting in the "New Normal"

Recruiting today is different than it was even just a decade ago. Unemployment rates are at a historic low, and finding and hiring qualified candidates has become highly competitive. Both employers and job seekers have more choices, and information overload is always a factor. This is what we mean by the "New Normal." In this article, you will learn about today’s recruiting environment, and what you can do to excel in your goal of building the best team in your industry.

Employees are more mobile than ever.

According to recent statistics (Jobvite 2019 Job Seeker Nation Report), 64% of job seekers stated they were satisfied with their current workplace. This number is up just slightly from where it was in 2017 (62%). However, 82% of workers are open to a new opportunity, and about half have had an interview in the past year. This is a fast-moving, highly-dynamic environment for employer and employee alike. We will share the implications and, more importantly, what you need to do to build and maintain a workforce that keeps you ahead of the competition.

In the "new normal", employees (particularly younger employees) are restless and highly mobile both in terms of openness and technology. Moreover, although they are generally satisfied with their jobs, they are apt to interview just to stay on top of what is happening in the marketplace. While this presents a retention challenge, it is also good for you as an employer provided you have the type of strategy we describe in this article.

Company culture is a key factor for recruiting in the new normal.

Many people think of culture as the manifestation of a company’s personality. When employees talk about culture, they often mean three things: alignment on a common mission (a clear, compelling vision for the future), work environment (managers who "walk the talk"), and values (such as gender pay equity and the importance of diversity).

To get a read on your culture, review Glassdoor for candid comments. If you don’t like what you see, make it an immediate priority to create a better and more compelling environment. This may prove to be the best investment you can make in your company’s ability to attract and retain top talent.

While this article addresses all workforce segments, there are a few specific considerations when dealing with millennials. Chances are, millennials are a key part of your workforce now and will be in the future. Who are the Millennials?

Born from 1980 to 2000, millennials are the largest single generation at work today. While they now comprise about one-third of the US workforce, this share is expected to grow to 46% in the next five years. Here are a few realities to keep in mind about this segment:

Raised in an era of layoffs, millennials are different in their attitude toward loyalty compared to the Gen Y and Boomer generations that preceded them. They see the gig economy as a viable alternative to full-time employment. Like all employees, millennials are highly motivated by pay. But workplace culture, diversity, and flexibility are also very important to this segment. When surveyed about plans to stay with their employer, millennials at firms that are considered diverse and flexible show much higher intentions to stay. Other generations may feel threatened by the growing importance of millennials. Workers are worried about the potential of their jobs being taken by this generation as well as being made redundant by automation.

Other generations in the workforce.

We talked about millennials, but you also need to factor in other generations who may have different needs and motivations. For example, the Labor Department indicates that the workforce participation of Americans aged 65 and older was 19.8% in 2018, up from 10.8% in 1986. This 9 point increase in just 12 years is amazing but not surprising. You can encourage the senior generation to join your company and stay by offering part-time work, as well as explicitly planning for knowledge transfer as they prepare to retire.

Regardless of the type of employees that you are trying to attract, the new normal at work means you are constantly in recruitment mode. Companies that win the race for the best workforce will be those who take issues like culture, flexibility, and diversity seriously.

CHAPTER 2 How to Create an Effective Job Posting

You know how important a job advertisement is to help you attract the best job candidates for your open positions. What you say in your posting can make the difference between a quality candidate moving to the next ad vs. deciding to stop and engage with your company. Today’s recruiting environment is highly competitive for all companies, so just being "good enough" is not good enough. You need to stand out in a compelling and differentiated manner.

We have worked with thousands of employers to replace unsuccessful methods with refined techniques that consistently produce measurable results. Following are six tips to help you create and place job advertisements that will work as hard as you do to get from "Hello" to "Hired."

Tip #1: Write a full-length job advertisement.

Now is not the time to conserve words or abbreviate. Be sure your ad is at least 150 words in length and preferably longer. No matter what the position is for which you are hiring, a thoroughly descriptive post about the job, the ideal candidate, and your company will help ensure that your ad gets visibility on the fullest possible range of job aggregators and niche sites available. If you’re struggling about what to say, add an "About Us" section and an "Equal Employment Opportunity" statement.

Tip #2: Minimize your use of "blind" advertisements

If you must keep a position search confidential, we can certainly help you place that type of ad. When confidentiality is not essential, we strongly recommend that you identify your company by name. Data has shown that candidates are much more likely to respond to ads when they can see the employer’s identity, connect with contacts they may know, and conduct background research before applying. Almost all candidates do this, which is why you should have an up-to-date and compelling company website and LinkedIn page.

Tip #3: Use industry-accepted terminology.

Some employers have evolved their own terminology to describe jobs and functions. This can be very confusing, so make sure that you use descriptive terms about the position that reflect common industry usage. We are not suggesting that you necessarily change the job title. However, when you’re hiring an Engineer IV, for example, your ad will stand a better chance of attracting the right candidates if it includes exact duty descriptions such as "senior technical manager responsible for the mobile product line," etc.

Tip #4: Position your company correctly. Potential employees want to know about your company: who you are, what you do, and why you do what you do. This is especially important if you are small or relatively unknown. Don’t hesitate to put your best foot forward as if you were selling to a potential customer. You can write about your industry, products, services, size, location, and any awards you have won. If you have a unique culture, share a bit about what makes you unique, fun, interesting, etc. Above all, though, please be honest and make sure you are not overselling – this just creates angry employees downstream.

Tip #5: State the compensation.

Being clear about salary helps avoid any disappointments later. If you are not sure of a position’s actual pay, by all means, use a range. This guideline applies as much to salaried positions as it does to hourly or blue collar job openings. Remember that similar sounding positions often have a wide range of pay, so clarity on the range you are offering is very helpful to candidates. It can also weed out those who are not interested early in the process.

Tip #6: Have ve or fewer mandatory requirements.

Your job candidates will want to focus on how their skillset and background fit with the position’s requirements but can be put off by a long laundry list of mandatory needs. If you happen to have more than five major requirements, consider changing some of them to "preferred." This way, you will encourage more applicants and you will capture, review, and engage with a wider set of potential candidates.

As a bonus tip, don’t forget to proofread your job posting. Quality candidates may be turned off by errors in grammar, punctuation or spelling.

CHAPTER 3 Use Your Recruitment Strategy to Build a Diverse Workforce

Now more than ever, creating and maintaining diversity in the workplace is a top priority for many employers. While often thought of as a good practice for our society, diversity also has the potential to promote greater financial and operational success for businesses of all types and sizes.

Studies have shown that companies that are more diverse can out-compete their industry peers in the long run. For example, a recent study by McKinsey revealed that "companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians".

This is also true of companies that have more gender-based diversity among their leadership teams. A survey by Peterson Institute for International Economics (PIIE) in 2016 showed that companies in 91 different countries with a female presence in leadership roles had improved firm performance. The survey found that while gender quotas don’t have a noticeably positive effect, "the payoffs of policies that facilitate women rising through the corporate ranks more broadly could be significant".

How do you go about hiring to improve your pipeline of diverse employees and leadership? Here are some proven tips to help you achieve a more inclusive recruitment strategy.

Don’t keep your diversity objectives a secret

It’s okay to let candidates know that you want to hire more broadly. This is a great demonstration of your core values and is something that potential employees look for more often than not. And this doesn’t just apply to new candidates – it is also a good way to make sure your current team knows how much you value diversity.

Go anonymous

When reviewing resumes or applications, try having names and other identifying data removed before you see them. This ensures that you treat all applicants the same and is also a great way to reduce any subconscious bias your managers or HR team may apply to the hiring process.

Create a memorable employer brand

During the recruitment process, it’s important to create and maintain your brand as an employer. The purpose of the brand is to showcase company values such as diversity and inclusion. Need a reality check on your employer brand? Make it a practice to regularly review your Glassdoor profile. While it may be a shock to read about how the rest of the world (including former and current employees) views you differently, this knowledge can be a great nudge toward improvement.

Utilize an employee referral program

Perhaps the best source of diverse candidates is your existing employee base. Happy staff members like to spread the word about their great company and will willingly share the good news about your work environment (and commitment to diversity) with their friends, neighbors and family. And, of course, an incentive to do so will encourage them to spread the word even faster.

Use hiring resources that support your diversity strategy

Evolving toward a more diverse workforce should be part of a long-term strategy to improve your company’s performance. The hires you make now can form part of your future leadership pipeline. Work with a recruitment service that can make sure your open positions are showcased to diverse talent. Job site networks that focus on diverse candidate profiles are a great place to start.

CHAPTER 4 Finding and Hiring Technology Talent

A recent survey report from iCIMS revealed that 49% of technical hiring professionals today experience more difficulty finding skilled technology professionals to fill their open positions than they did two years ago. Of those experiencing this difficulty, 82% agree that this is driven by a shortage of applicants who have the right skills or experience.

The supply vs. demand imbalance is likely to endure. As reported in a March 2019 article from VentureBeat.com, 65% of chief information officers (CIOs) and other business leaders said that recruitment issues were harming IT modernization efforts. The article is focused on how beneficial it can be to hire more women in technology roles – a position with which we completely agree.

While this lack of technology workers is an undeniable trend in the larger (macro) universe, there is no reason why your organization has to suffer the negative consequences. After all, despite the shortages, there are still millions of qualified technology workers both in the U.S. and abroad. Certainly, there are many in your local area.

(Source: ICIMS: Tips For Recruiting Tech Talent, April 2019)

Strategies to Find and Hire Technology Staff

Let’s turn our attention toward the steps you can take to locate and onboard the qualified tech professionals you need by using these seven proven strategies:

1. Start young. Organizations can reach out to schools by offering training and/or apprenticeship programs. Students benefit by gaining real-world skills that can help them quickly find well-paid employment. Employers benefit because they have a steady pipeline of eager young people who are anxious to practice their skills in a practical environment. 2. Offer a skills development program. Smart organizations realize that the best technology workers have a thirst for learning and upgrading their skills. Offering them a path to do this while working for you is a way to attract and retain top talent. While not a complete list, following are some of the technology skills that will most attract employees: Python Django, RPA, Big Data, Machine Learning, AI, DevOps, AWS, and Business Intelligence. 3. Be inclusive. This means widening your concept of what makes a good technical worker. You may find great value in individuals who are younger, older, or of a different gender or ethnic background than those you traditionally hire. 4. Involve Your Executives. Corporate executives are great at extolling the benefits of their company’s products, services, support and finances. They can be equally impressive at selling the advantages of not only buying from your organization, but also of working with you. Leaders set the tone, so involve all of them in attracting talented individuals to your team. 5. Involve your staff. A great and often untapped recruiting resource is your existing staff. If they are engaged and growing in their jobs, they will welcome a chance to invite friends, family, and former colleagues to apply for your open positions – especially if incentivized to do so. If they are unwilling to support your recruitment efforts, you may have a serious problem on your hands. 6. Be flexible about credentials. If you limit your search to only those with specialized degrees, you will lose out on many qualified technical resources who have learned on the job or through alternative education methods (e.g., non-traditional colleges, coding boot camps, and online training) or corporate- credentialing programs offered by companies like Cisco, Microsoft and NetApp. You will find that individuals with this type of recent training often outperform those with credentials that are more traditional. 7. Post on multiple job sites. Recruiting top talent - technology and otherwise - requires an aggressive approach. Our MaxRecruit™ solution automatically distributes your job posting(s) to the top job sites, including ZipRecruiter, Indeed, Glassdoor, Nexxt and Jobs2Careers.

Of course, one of the best ways to avoid a technology recruiting problem is to retain and grow your valuable existing assets. Please don’t neglect to implement a strong retention program. Hiring the best, and keeping the best, makes it easier to build a great technology workforce for the future.

CHAPTER 5 Use Powerful Tools to Locate, Track, and Hire Active and Passive Candidates

You may already be using assets like creativity, culture, branding, and outreach to attract qualified job candidates. Fortunately, there are online tools that can greatly enhance your abilities in these areas. In this section, we will cover five free or low-cost tools that we offer.

1. Candidate Search

This tool helps broaden your search to include passive as well as active candidates and allows you to target, locate, and communicate with candidates based on your specific criteria. For example, you can target specific audiences with criteria like education, salary, geography, job title, industry category, and more.

Candidate Search has two powerful search components: Resume Search and Profile Search. Resume Search works well when you need to find the best candidates from the pool of all outstanding resumes (our pool is currently at 28 million resumes). Profile Search is used to give you a broad view of potential candidates when it is important to see fresh information on the kinds of people who meet your criteria. This includes those who are engaged on platforms like LinkedIn, Facebook, Twitter, Quora, Meetup, and Stack Overflow.

2. Facebook Passive Audience Campaign

We have found Facebook to be a great way to broaden employers’ brand visibility and increase awareness among targeted groups of Facebook members. According to recent studies, over half of job seekers used Facebook to look for work. (LinkHumans.com).

By placing sponsored ads directly on members' Facebook feeds, we greatly amplify your presence and ensure viewers become aware of your organization and any open positions that fit their profiles. We've paired proprietary audience data with Facebook's ability to create a “lookalike” group of members who are similar to your target audience and live within a 50-mile radius of the job location. This is a powerful tool to enhance your recruiting efforts!

Facebook passive audience campaigns will also appear in members’ Instagram feed. For even greater impact, you can pair your Facebook campaign with job postings that are focused on active job seekers.

3. Programmatic Job Posting

Smart employers are using programmatic or cost-per-click (CPC) advertising in addition to traditional duration-based advertising. MaxRecruit’s™ automated job distribution takes the guesswork out of deciding which online job sites to use. This gives you hassle-free access to top sites including ZipRecruiter, Indeed, Glassdoor, Nexxt, and Jobs2Careers.

You want broad reach to the top national and local candidates. To accomplish this, MaxRecruit constantly monitors your job posting across all aggregators and adjusts its placement and cost-per- click, ensuring optimal results. You can also set a custom budget for your job. This works great when you need a large number of candidates, have a hard-to-fill role, or when you’re trying to fill several positions at the same time. Just set the budget and the system will deliver optimal results.

What do we mean by optimal results? In recent tests, MaxRecruit delivered an average of 61 click applications per job post vs. the industry average of 20 (Board Doctor 2018-2019 Global Recruiting Trends Survey).

4. Applicant Tracking

According to the Jobscan blog, “98% of Fortune 500 companies and a growing number of small and mid-sized businesses filter resumes through an applicant tracking system (ATS) before someone takes a look”… if they ever do. If you are part of the segment that hasn’t adopted this technology, perhaps it’s time you took a fresh look.

An ATS is particularly useful when you receive many candidate responses to a job posting. The system automatically scores them and can prioritize which candidates you want to screen for next steps. In addition, you can create talent pools. For example, let’s say you can only hire one radiation technician now, but you know you’ll need to add another in a few months. You can maintain the candidates you found in your talent pool and review them in the future.

5. Website Career Pages

To make the best possible impression on job seekers, you should add a career section on your website that lets candidates easily view and apply for your open positions. Career pages are ideal for small- to mid-sized companies who do not yet have an active career page or who want to upgrade their candidate experience.

To be most effective, follow these rules when creating your career pages:

Make them appealing with compelling images, video, and text Incorporate your logo, photography, and other unique assets Consider showing photos of existing employees happily engaged in their work Add multiple job description themes (for example, you may want to have one designed toward engineering job candidates, and something different for sales or marketing positions) Tell your company’s story and sell your culture Give candidates specific reasons why they should apply Tell candidates how working there will positively affect them List all of the company’s benefits (qualitative as well as quantitative) We are ready to help you incorporate any and all of these proven recruiting tools and rules so you can find the right candidates and they can find you.

CHAPTER 6 What to Expect from Posting your Jobs Programmatically

Programmatic job posting continues to grow in popularity with employers, and is among the top trends in recruitment. Large employers have been posting jobs programmatically for years. Smaller employers have only recently started to post this way and show strong signs of continuing to do so.

This type of job posting allows employers to pay only for the results they get, such as a click on their ad or an application to a job opening. More importantly, it allows employers to quantify an ROI for posting jobs and to more wisely allocate future posting spend.

What Is Programmatic Job Posting?

Programmatic advertising has been around for years. Also known as programmatic marketing, it is the automated bidding for ad inventory in real time on an online site or a network of sites. It is frequently referred to as pay-per-click (PPC) advertising. Stated differently, it’s a way to advertise automatically and pay for results as opposed to paying for a campaign where you may not know what to expect. Similarly, in recruitment, programmatic job posting is the automated posting of jobs at a specific price per click or cost per application.

Indeed, Nexxt, and ZipRecruiter are among the most popular job sites where employers can post jobs and pay per click or response. They allow you to buy clicks on their sites with some syndication to others, but mainly you’re just posting to their one site.

Why Programmatic Matters

Programmatic is an efficient way to advertise your jobs, see results, and figure out what sites will perform better for your jobs. Not all jobs - or all job sites - are the same. For example, a job opening for a plumber will perform differently on a particular job site or group of sites vs. a financial analyst position that will get more clicks and applications using a different set of sites.

You could manually test different job sites to see how each of your jobs perform, but you’ll end up spending considerable time and money if you have to post and pay for a 30-day job on each of the job boards you want to try.

This is where programmatic comes in: it lets you automatically and simultaneously post jobs on sites like Indeed, Jobs2Careers, and others that charge you on a cost-per-click (CPC) basis. You'll get a good idea regarding job posting response by spending a few dollars instead of having to spend hundreds or thousands of dollars per posting on different sites. Programmatic shouldn’t be a replacement for all your other job advertising activity, but it definitely plays an important role.

What Inuences Results to Your Job Posting?

Each job is different, so it’s hard to predict with certainty how well a job posting will attract the best candidates. Here are some factors that will affect your rate of clicks and applications:

Job type or category: This is an important one. A clerical or customer support job will require a lower CPC because there’s a greater supply of candidates for these types of jobs compared to ones with a severe shortage of talent like truck drivers. Location: This also makes a big difference and will determine how many applicants you attract. A desirable location with a large supply of talent will provide more applicants vs. a job posted in a less appealing location where there’s a shortage of talent. Employer brand and reputation: A good reputation and brand can mean you’ll get a lot of applicants. For example, Google is one of the best-known employer brands in the world, has no shortage of applicants, and doesn’t need to advertise jobs. A lesser known company, on the other hand, will need to spend to post jobs and will also need to spend on employer branding to raise awareness of its presence. Compensation: Jobs in certain areas, such as food service, suffer from high churn because employees often switch jobs for slightly better pay or working conditions. If the job you are posting pays well, or has a strong benefits package, make sure to include this in your job description. Effective job description: As mentioned earlier, a descriptive job posting will ensure you receive more applicants. Make sure to outline any benefits about the job including learning opportunities and tasks/projects that potential hires will enjoy. Your hiring funnel: In addition to a good job description, factors such as the length of the application that candidates need to fill out and the interview process will also influence your job posting results. The more efficient your funnel, the more likely you are to attract a high number of quality candidates. Budget: The amount you spend on advertising will obviously influence how many clicks and applications your job will receive.

What Results Can You Expect?

Results vary by job board, and often those results are not shared. Jobs also perform differently based on the budget allocated, the time of year, and the factors mentioned above.

Below are some results for various job categories based on a sample of jobs posted programmatically. These jobs each had a budget of $100 allocated during the month of January. The average posting duration for these jobs was 14 days, but some were posted for up to 30 days.

Average Clicks Per Job - by Job Category

Clicks, sometimes referred to as “click apps”, are when a job seeker looks at a job on a job board and then clicks an “apply” button to learn more or to submit an application via an applicant tracking system (ATS).

Average Applications Per Job - by Job Category

This is a measure of actual applications to jobs (note: we only used applications to jobs where we could measure if the job seeker actually submitted an application).

You can see that some job categories (manufacturing and production) received up to 35 applications on average while jobs in harder-to-fill areas (mental health, finance, and transportation) received fewer applications. As mentioned, some jobs benefit from a larger pool of candidates with less strict qualifications. Other jobs, such as truck drivers and mental health workers, require individuals with specific skill sets and certifications to apply.

What Does it All Mean to You?

Tailor your job posting strategy to your particular job and market. If you are recruiting for a highly in- demand position, you will need to allocate a higher advertising budget in order to see results quickly. If your open positions are similar to those on the charts above that received a large number of clicks and applications, your ad budget can be lower and will still yield a good set of candidates.

Is Programmatic the End-All, Be-All?

No. Programmatic is a great way to reach active job seekers and it should be part of your arsenal of tools. However, it shouldn’t be your only means of recruiting talent. Sites such as niche job boards offer access to unique pools of candidates but don't accept jobs programmatically. If you're targeting recent college graduates or nurses, for example, don't forgo specialty sites simply because they don't offer CPC. They can be a good way to expose your company to relevant job seekers.

The Bottom Line

If your current job posting efforts are not yielding the desired results, programmatic posting might be the recruiting tool that finally gets you the quality candidates you need.

CHAPTER 7 Use Job Site Wraps to Boost the Visibility of Your Positions

Job wraps allow our recruitment platform to automatically collect job postings from your career website, and distribute them to dozens of job sites on the MaxRecruit™ network. We do this by scanning your career site and looking for new postings each day. Your jobs are automatically posted on relevant job networks, saving time and effort. This process also eliminates the potential for duplicate postings. When a job posting is no longer on your site, we’ll remove the job from distribution.

Job Wraps Give You Valuable Insight

When your jobs are wrapped, we automatically add UTM codes when referring job seekers to your Applicant Tracking System (ATS) or career page. UTM codes are short pieces of text at the end of the url that give you insight into the source of traffic by job title or job ID number.

Make Job Wrapping Part of Your Recruitment Strategy

Job wraps are especially useful when you have regular job postings and want to save your recruiters’ time in determining which job sites or aggregators to use. New open positions will be automatically distributed to our networks, allowing you to get the best visibility each time. Many employers like job site wraps because they streamline the posting process. Plus you’re able to see which job sites or aggregators are driving job seekers to your applicant funnel.

Setting up job site wraps is easy. Just contact one of our advertising sales representatives and provide basic information like your job site URL and to which job networks you’d like to post. You also have the option to specify search criteria so that we only job wrap certain job types. For example, you may want to wrap sales jobs but not engineering jobs. Alternately, you may wish to wrap jobs for a certain location, such as Memphis, TN, or Tacoma, WA. In that case, just let us know what search parameters to include.

CHAPTER 8 How to Gain a Competitive Hiring Edge

Most employers will agree that it’s a difficult time to add staff in today’s highly competitive recruiting environment. According to a recent monthly report by the Bureau of Labor Statistics, 263,000 new jobs were added and unemployment is only 3.6%, a 49-year low. This means employers need help, more than ever, in locating good candidates and staffing their hard-to-fill roles within a tight pool of qualified candidates.

According to the latest report, new jobs were created in these sectors: Professional and Business Services (76K) Healthcare (27K) Construction (33K) Manufacturing (22K) Social Services (26K) Financial (12K)

Results varied greatly by sector. Employment in retail trade declined (-12K), job losses occurred in general merchandise stores (-9K), and motor vehicle and parts dealers added jobs (8K). Employment in other major industries, including mining, wholesale trade, transportation and warehousing, information, leisure and hospitality, and government showed little change over the month.

For the foreseeable future, the labor market should remain highly competitive. And no matter how the labor demand vs. supply statistics change, there are concrete actions employers can take to increase their response rate to job postings. Here are some key strategies to help you become a recruiting and hiring success:

1. Adjust expectations accordingly. Low unemployment means fewer people are actively seeking new positions. However, people are looking. There continue to be millions of job separations each month, so people are switching jobs voluntarily and otherwise. It may just take longer for you to find the right candidates. 2. Spend more on advertising. Employers may need to advertise for 60 days instead of 30 days, for example, or cast a wider net by increasing their programmatic budget to either spend more per click or to extend the life of their jobs. 3. Widen your criteria. Does the role really require a certain type of college degree or is recent experience just as good (or better)? And does a past DUI history or marijuana use, for example, completely rule out candidates? 4. Look broadly as you reach out to job seekers. This includes social networks and job boards for affinity groups such as industry specialties. 5. Walk your diversity talk. Build a culture of diversity and inclusion that appeals to a wide array of potential candidates. 6. Be descriptive in your postings. Talk about what your company does and make sure to enter salaries or salary ranges. Unemployment is low, but wages have not always gone up accordingly. Solid compensation may be the single factor that convinces someone to switch jobs. If you pay well, let potential candidates know this early in the process. 7. Banish those dull, dry job descriptions for creative and interesting ones! Yes, you are selling a spot in your company so put your best foot forward and make them want to work there. 8. Focus on your brand. Do you have a great company culture, better-than-average benefits, and coveted work day flexibility? Does your company make a great product or offer a great service? Are you a “green” employer supporting environmental causes? If any special, unique, or interesting factors apply, absolutely showcase them in your job postings and on your career pages.

These eight strategies will help you become a strong recruiting competitor who attracts and hires the very best candidates.

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