How to Attract Top Talent to Your Marketing Department


What do you like about your company?

Is it the reputation that they hold within their industry? Or perhaps their family first mentality? Or is it the room for advancement?

Chances are that what you like about it will be what attracts others. That is what should be marketed when presenting a new role to possible candidates.

“What attracted you to your company is what will attract others”

The Why

Think back to when you applied and were interviewed.

Why did you want to work there?

Write the reasons down. Again, these will be key marketing factors when presenting new opportunities to job seekers. Then start by pointing out some of the reasons you wanted to work there. Now back them up with what you have discovered. For example:

The Reason: You wanted to work at company A because it seemed like a great opportunity to advance within a marketing career.

Your Findings: You found that most marketing assistants have an excellent opportunity to advance to higher level marketing positions within the company.

This is not only attractive to job seekers but will also attract the right candidates, those whose attitude aligns with the company’s missions, visions, and values.

According to Millennials are looking for 3 things:
Growth opportunities
Retirement benefits
Work culture

And 46% of Millennials left their last job due to a lack of growth opportunities.

Knowing what your ideal candidate wants and touching on these points while marketing the position can increase your number of qualified candidates.

The Expectations

Another great way to attract top talent is to be clear on the expectations of the role.

What would someone successful accomplish in the next quarter or year? What are the key qualifications needed and which ones are desired?

Clearly outlining the type of candidate that is being sought will help you, ensuring that the right candidates apply for the role. Be clear when outlining the years of experience desired and what qualifications are required for the role. For example:

“Must have at least 7 years of experience in web graphic sales and have advanced knowledge of corporate sales and online/social media marketing techniques”


“Sales experience and a marketing background”.

A hundred people might apply to the second description and only two could be qualified where if you post the first description, a much higher percentage of candidates will actually be worth your time.

Be Aware

Be mindful and aware of company reviews on sites such as LinkedIn, Glassdoor, Indeed, etc.

This will help you answer any bad press associated with your company. Taking the time to thank others for positive reviews also will reflect positively on your company. You should also know, is your hiring process hurting your business?

Like purchasing a product, job seekers often research reviews written by previous employees. You need to create a positive culture, especially online, if you want the best talent. Most candidates are drawn to a company because its people are excited to be working there are talking about it.

Know what is being said about your company – the good and the bad – many job seekers do their research before applying

Top talent is selective even during times of high unemployment rates. To attract them, you should have the right company vibe, positive culture, and raving (in a good way!) employees. Company culture is now a very trendy topic in today’s workplace because many of us spend the majority of our time at work. And who would want to spend time in a place that is not a positive place to work? Everyone wants be a part of a positive community, they want to be a part of a bigger family. Make your company that family.

What do you do to market your company’s opportunities? Please comment below.


Why Partnering with Talent Acquisition Advisors is Key in Hiring the Best Employees

First, you should know there is a difference between a Recruiter and a Talent Acquisition (TA) Advisor.


When you have a Recruiter help with your job search, they will more than likely start searching for candidates with what they have – a job description, and a quick search of their database…basically trying to make a ‘match’. The result typically leads to them submitting candidates who are either unqualified or not excited about the opportunity. This, of course, leads to wasted time and money for both you, and the Hiring Manager as well as the candidate. This can hurt your company’s brand.


A Talent Acquisition Advisor (TA) typically insists on knowing more, including more…

  • About the role
  • Your company
  • Must have qualifications
  • Full compensation details (even if they are not shared with the candidates)
  • Career paths for the position
  • Team structure
  • Company culture


Why is that?


Because the Talent Acquisition Advisor works towards having a clear understanding of your needs -what your company is truly seeking and needing beyond the job description.


They perform almost half of the hiring process for you!


That’s way more than just sourcing candidates and resumes to send your way. Close to the best talent and always recruiting, TA’s are always looking out for talent and are ready to fill roles even before they hit their desk.


Did you know that an average of 45% of people change jobs due to compensation?


According to The Balance Careers, people also change due to losing interest at work, work-life balance, lack of recognition, and lack of alignment between personal values and an organization’s priorities.


TA’s understand and know why it is that people move from job to job. They also recognize that there are more important factors you can, and should, highlight to attract top talent to your company.


Top Talent Acquisition Strategies include:

  • Better skills & interest fit
  • More growth opportunities
  • More challenging work
  • The ability to impact
  • A better-aligned company culture


Determining what will motivate candidates beyond compensation is the key to decreasing time wasted on candidates that are just not the right fit for you. This results in presenting you with potential hires and not just candidates saving you time and money in the long run.

Using a Recruiting Agency Can Save Your Company Time, Moneyand Headaches


Another great thing about partnering with a Talent Acquisition Advisor is that they are not afraid to push back on a hiring manager’s unrealistic expectations.


Wait, push back? Sounds Counterintuitive.


You may have worked with (or perhaps been) a hiring manager with expectations of a candidate that will not only meet every single qualification desired but exceed them, all while being willing to take $10k below industry standard in compensation. This is just not realistic.


This is another way how a Recruiter and a Talent Acquisition Advisor are different.  

A TA welcomes the conversation and uses the opportunity to leverage data-driven insights to reset a hiring manager’s expectations coming to the table supported by data that will demonstrate exactly why expectations may not be realistic.


By being able to have honest conversations and setting realistic expectations,  Recruiting/Talent Advisors not only help with the cost of hiring but also the speed of hiring while maintaining the quality of the candidates. They work towards setting goals and maintaining partnerships with hiring managers once expectations are set, working on establishing processes to ensure an effective and prompt hiring process.


Setting and agreeing on goals before beginning a search makes communication simpler. Talent Acquisition Advisors understand the important key performance indicators, such as the time between a candidate’s submission and their first interview, that should be used as steps in the process. If you’re ahead or behind schedule, for whatever reason, this enables a TA to measure results and adjust their strategy where needed. Their goal is to refine the recruiting process to improve speed, quality, and candidate experience.


Talent Acquisition Advisors are not a luxury – they are a necessity if you are looking to acquire the best talent for your company. They know recruiting is marketing and can turn a lead(applicant) into a sale(hire).


Who do you usually partner with to grow and scale your business? Comment below, we would love to know.

Is your Hiring Process Hurting Your Business?

Hiring the right individual for your business can feel like a daunting process at times. From drafting the job description, marketing the opening, sourcing and screening applicants, interviewing, completing background/reference checks, to making an offer. That’s already seven steps! In today’s hiring market it has become abundantly clear that the standard process of six to eight weeks is just too long for most candidates. In this current candidate-driven market, taking this long can cause you to miss out on some amazing talent.

While the talent selection process is important to your business because of the production and performance value employers get by making good hires and the high cost of replacing employees as a result of bad hires, today’s economy just doesn’t allow a 6-8 week delay which can also cost you thousands in revenue weekly. Recent studies revealed that when job seekers that are forced to endure lengthy hiring processes up to 40 percent lose interest in the position and pursue other opportunities. It also makes candidates wonder about the company’s decision making ability in not only human resources but in other areas as well. Nearly 60 percent of job seekers say the most frustrating part of searching for a job is the long waits for interviews and notice of any decision made. Let’s be honest, everyone is looking for the best fit.

So what can be done to ensure that your hiring process is a good one? To be certain that you are doing everything possible to ensure a great selection is made but how can the process be sped up? By tightening your timelines without skipping a beat you can ensure the process is smooth, timely and effective. Improving your hiring process can not only save you time and money but it can increase your chances of hiring great talent promptly and effectively.

Effective Hiring Practices Will Save You Time and Money

In this candidate-driven market, make sure your hiring process is candidate friendly. Make sure you don’t create too many unnecessary constraints or steps to an offer. For example, an effective hiring process used by a well-known technology giant looks like this:
1.) Candidate applies – undergoes internal resume and/or email screening
2.) Interview – Initial phone screen by HR
3.) Onsite Interview- done by a panel of hiring authorities
4.) Offer
During this process, the candidate is kept informed at each stage of their status in a timely manner without being left to wonder what’s going on.

Another helpful option to improve your hiring process is to outsource all or part of your recruiting efforts. Choose an established professional that can clearly define and set up the steps needed in your hiring process according to your current needs and their expertise. Having a professional highlight where there may be flaws in your hiring process is a revenue saving move. They can assist with narrowing your needs and clearly defining them, ensuring that large candidate pools are properly sourced and utilize interviewing techniques to effectively deliver strong candidates to the company’s decision makers.

There has been a shift in the dynamics of hiring which allow job seekers the ability to move on to other opportunities once a delay occurs. By establishing an effective hiring process you can save time, money and avoid losing out on great talent which may pass on your company due to its lengthy hiring process.

Using a Recruiting Agency Can Save Your Company Time, Money, and Headaches

“Every part of your business boils down to people. And by understanding the human element, you’ll be more profitable, lead more effectively, create brand loyalty, close more deals and do better work.”  – Zach Ferres, writing for Entrepreneur

Business is a fight for profits. The greater purposes of business – making a difference in the world, caring about the community, contributing to the greater good – all fall flat if a business cannot make money.  Investing in your company’s personnel is no empty platitude or nice idea, it’s a wise financial decision.

Eric McNulty drew attention to Starbucks’ notably employee-centered business model in his article for Strategy+Business.  He surmises, “A customer’s experience is the sum of every interaction he or she has with a company, its products and services—and…its people. This is the true value of the brand. Those companies that view their employees as assets worthy of investment will reap the dividends.”

Business people assembling puzzle

A Recruiting Agency is the Missing Piece to Your Company’s Success

Let’s take a look at the numbers.

Harvard Business Review’s April 2014 issue examined the financial benefits to “creating a culture of quality” – an environment where employees are “passionate about quality as a personal value rather than simply obeying an edict from on high.” They found that “a company with a highly developed culture of quality spends, on average, $350 million less annually fixing mistakes than a company with a poorly developed one.”

$350 million dollars is something to take seriously.  Such a large margin for financial gain or loss clearly comes with added pressure for businesses. Harvard Business Review goes on to suggest ways in which an organization can better promote this culture of quality in already-established employees, but we believe the process begins earlier on with recruiting excellent candidates and placing them in roles that are well suited to their skills.

People are a key element to the success of your business, and people are a professional recruiter’s specialty. Countless hours of working alongside companies and candidates teaches a recruiter how best to communicate effectively with both parties. One area where a recruiter can offer particular assistance to a company is helping them develop strategies for consistent hiring success. Job descriptions, for example, may seem like one of the simplest, least-critical scraps of information floating around a huge company. However, as Employer Flexible explains, “Inaccurate or outdated job descriptions can negatively affect recruiting and productivity, are a detriment to the employer-employee relationship and pose serious legal risks for the company.”

Job descriptions are all about communication. Businesses often struggle to make a job description accurately reflect the job for which they are hiring, and without clear communication at the beginning of the process, happy hiring is rarely the outcome. Professional recruiters can take every element of your business’s communication with new and potential hires and make real improvements.

People are a company’s real assets.  Professional recruiters want your company to succeed, and we believe that investing in quality employees makes a substantial difference in your financial success. We can save you the extra time, money, and headaches that come with bad hires. Let our expertise with people help you build a quality business. Invest in people by investing in an experienced recruiter.


How to Recruit the Currently Employed

CareerBuilder reports that, as of 2016, “nearly half (48 percent) of employers can’t seem to find the workers they need to fill their job vacancies,” but “76 percent of full-time, employed workers are either actively looking for a job or open to new opportunities.”

Companies are not able to satisfactorily fill their open positions using only candidates who have submitted applications; they need to tap into the large pool of potential candidates who are currently employed elsewhere.

How do you go about recruiting these candidates – candidates who may or may not be openly looking for a new job, and who don’t want to lose their current job in the meantime?  

Experienced recruiters are experts at working with these more elusive candidates, but if you’d like to keep the recruiting in-house, we’re providing a game plan so your can start expanding your candidate pool today.

  • Catch their attention.


Take the techniques you usually use to market your product to consumers, and think about how you can best market your company to this particular group of potential candidates. What kind of candidates are you hoping to attract? What are these candidates looking for? What would catch their attention enough to make them seek out more information about your company? What about your company is preferable to their current employer?

Answer these questions, and then use the answers to paint a picture. At this point, you don’t have time for a full sales pitch with all the job requirements and offer details. All you’re trying to do is give candidates glimpses into what life could be like if they worked for you.

Maybe it’s as straight-forward as better compensation. Or maybe you can offer a desirable benefits package, a more flexible schedule, work-from-home options, great opportunities for promotion, a positive working environment, or workplace amenities. Whatever the combination of benefits you decide to promote, tailor them to your audience and then place them where your audience is sure to see them.

Social media is a powerful tool in this effort. The currently employed may not yet be at the point of following job boards or regularly perusing LinkedIn opportunites, but they are using Facebook, Instagram, or Twitter as a part of everyday life. If you can give them a quick, potent snapshot of company life as they are scrolling down their newsfeed, you have successfully made your pitch to candidates who may not have even realized yet that they are open to a new job opportunity.  Using social media in this way also allows the currently employed to engage in the early phases of courtship with your company without risk to their current jobs.

Current employees who are highly satisfied with their position in your company can also facilitate this initial advertising by spreading the good word within their own circles of influence. This will happen naturally when company culture is strong, but can be accelerated when the referral process is rewarded by employers.

Whatever mode is used, the initial pitch must be appealing enough to get candidates to take the next step.  


  • Provide information.


If candidates decide to look further into your company, they must be able to access more information easily and anonymously.  Candidates who are currently employed elsewhere will be deterred at this point in the recruitment process if they cannot determine from your company website whether or not they would truly be a good fit for your open position.

Maybe you caught a candidate’s attention with the promise of the option for a flexible schedule. He or she clicks on your advertisement, looking for more details on the requirements of the job. If this information is not presented in an appealing and easily accessible manner, candidates will likely assume the position is not a good fit and move on.

Zappos, long lauded as one of the country’s best places to work, took a bit of a hit this year while undergoing some structural changes. Still, their company website and Zappos Insider program are models worthy of consideration. Their website is superb, clearly and attractively displaying core values, company perks, campus life, company structure, and community. An interested candidate could, at any time, learn a great deal about Zappos without risking their current job.

If you have successfully provided enough information to the candidate, he or she may now be willing to talk with you directly.


  • Establish contact.


Let the initial contact be casual. Again, candidates who are already working a job will be scared away by intense, commitment-seeking recruiting efforts. Some company websites provide chat options, where candidates can seek more information online without publicly declaring their job search. Phone calls with recruiters or personalized emails are also options at this point, as long as you are building the relationship and not adding undue pressure. Your position has to seem like a solution to a candidate’s problem; if candidates start to dread your calls or emails, they will have no incentive to change jobs.

Zappos Insider program is a great example of how to establish contact with potential candidates. The Insider program is for “people who might want to work for Zappos someday… now, tomorrow or sometime down the road.”  Continues Zappos, “It’s like a special membership for people who want to stay in touch with us, learn more about our fun, zany culture, know what’s happening at our company, get special insider perspectives and receive team-specific updates from the areas you’re most interested in. There is no better way to stay in-the-know and for us to get to know each other than by becoming an Insider.”


  • Follow up.

People who are currently working other jobs may not be able to take a new position, even a great one, right at this moment. Timing is everything. Following up with candidates is about leaving the door open for future opportunities. This is networking. Candidates who cannot make a move today may be able to months or years down the road. So, without being obnoxious, keep the lines of communication open. Make it easy for candidates to turn to you when their circumstances change and they are able to try something new.

What Millennials Can Bring to Your Business

Gallup’s 2016 report, “How Millennials Want to Work and Live,” puts numbers to the suspicions we’ve had all along – millennials are altering the status quo.

Millennials hold strongly, more than previous generations, the belief that work has to be more than a paycheck; it has to have real-life value, and millennials aren’t finding the value in many jobs today. Reports Gallup, “Millennials have the highest rates of unemployment and underemployment in the U.S., and only 29% of employed millennials are engaged at work.”

Should businesses take notice? Does this discontent among millennial workers matter?

Yes, says Gallup, “Because the strength of the marketplace and workplace depend on what the millennial generation can accomplish. If millennials cannot find good jobs, the economy will continue to lag. If they are not engaged in those jobs, companies’ profitability, productivity and innovation will suffer. And if they are not thriving in their well-being, they will struggle in life, affecting how they perform as citizens, consumers and employees.”

How can businesses increase engagement among millennials? And what can an engaged millennial workforce bring to your business?

Gallup’s #1 take-away for businesses was that millennials want to do meaningful work. That’s a great quality. A working-for-the-weekend mentality may lead to more pacified employees (since a paycheck is all they expect from a job), but when workers want more than that – when they want to really believe in the work they’re doing – a good fit will mean a powerful workforce.

What are your company’s big-picture goals? How do workers in every department on every level contribute to these goals? How can employees find success in your company? How can they grow and develop and become increasingly instrumental in fulfilling these larger goals and purposes? Give millennial workers answers to these questions, and watch engagement levels increase.

Millennials want purpose and opportunities for growth in a company, and they want plenty of communication and training along the way. This can also be a huge benefit to businesses.  Regular communication throughout every level of a company can help all employees stay engaged.  Rather than yearly or quarterly reviews from managers, millennials are looking to be part of a team. They want consistent feedback, suggestions for growth, and increasing opportunities for work that coincides with their strengths. Millennials want to believe in what you’re doing, in what they are doing alongside you.

Stereotypes of the millennial generation usually point out a lacking work ethic, self-centeredness, or an addiction to mobile devices. Gallup’s report showed that millennials are sick of talking about their weaknesses, and want to put their strengths to work for businesses.  Mobile adeptness, for example, can be of huge benefit to companies today. Let your workers weigh in on marketing decisions, social media usage, the company website, online application and on boarding processes, and company culture.

Gallup’s report summary concludes, “More so than ever in the history of corporate culture, employees are asking, ‘Does this organization value my strengths and my contribution? Does this organization give me the chance to do what I do best every day?’ Because for millennials, a job is no longer just a job — it’s their life as well.”
Companies wanting an engaged millennial workforce would be wise to consider these issues and make appropriate changes.  Millennials want to bring their life to your business – they want to believe in what you’re doing and use their strengths to work with you. That is of great benefit to any company.

Prioritizing Jobs for Hiring

Which positions should take priority in company hiring? While the answer to this question varies from business to business and industry to industry, we’ve outlined for you five points to consider when endeavoring to systematically fill open positions.

1. Study your organizational structure.


Looking at a visual map of employees and their charges can help you decide which positions are most critical to fill. Priority does not necessarily fall to the highest position. Perhaps it is a lower-level manager whose absence is most disruptive. Maybe one position can be temporarily covered by existing employees without much hardship, but another position left open is far too taxing on the remaining workforce.

And don’t forget about non-management openings. A company rests on the many entry-level positions at the bottom of the chart. Put off hiring open positions here for too long, and your company begins to crumble.

2. Consider the bottom line, greatest revenue lost or gained.

How much is a particular vacancy costing your company? There are a variety of vacancy calculators available to companies, based on sales quotas or total company revenue. The higher up the position, the more it costs a company to keep it vacant. Revenue can also be lost in less tangible ways when unfilled positions start to wear away at the creative vision and momentum of a leadership team, resulting in deflated company culture.

3. Divide time between easy-to-fill and hard-to-fill positions.

Are there positions open in your company that are relatively simple to fill? Rather than spending all of your time searching for candidates for those hard-to-fill positions, divide and conquer. Dedicate part of the day to housekeeping – chipping away at the regular influx of resumes, interviews, and onboarding procedures that are essential for basic company functioning.  Block out another portion of the day for upper-level or other more complex positions. Both tasks are necessary, and while it is tempting to devote days to chasing down stars for your C-suite team, time must be given to more-standard hires, as well.

If splitting your efforts is not working, consider contracting with a recruitment agency for upper-level, time-intensive hires; this allows you to keep your business running smoothly and also ensures that the necessary time and attention are being given to big hires.

4. Let the size of your company influence your decision.

The needs of a startup vary greatly from the needs of a large, well-established corporation. If you don’t have an office administrator available to answer the phone and coordinate product delivery, it would be unwise to make the hire of another high-level manager/visionary top priority.  Larger companies can often be more flexible, prioritizing hires according to current company goals, which leads to our next point.

5. Look at company-wide goals to discern whether you need to focus on growth or maintenance.
Is your company currently succeeding in meeting product demand with efficient, quality supply? If so, perhaps hiring focus should shift to areas of potential growth and development. This could look like hiring a creative director, adding to your marketing team, or bringing a previously-contracted department in-house. Companies who are, on the other hand, dissatisfied with basic product-development/product-sales functions may want to pour their efforts into building and maintaining their current workforce.

How to Become a Superstar Recruiter

Networks can be built, systems can be learned, information can be memorized, and anyone can print “Recruiter” on a business card. But superstar recruiters are made of more than facts and LinkedIn profiles. Here are three qualities that set great recruiters apart.


Superstar recruiters can read people. They look beyond basic profiles, resumes, and job descriptions and work to facilitate quality business-candidate matches. Beginning with a company’s job opening, recruiters look at the culture of a company and the heart of the position advertised. Multiple candidates – who may appear identically qualified on paper – can then be understood by a perceptive recruiter to be a fit (or not) for the opening.

Perception is similarly useful when working with passive candidates. Recruiters have to be able to see the potential behind the “passive” label.

Active candidates and companies may both include in resumes or job descriptions, respectively, an extensive list of necessary components for a job or employee. Perceptive recruiters will dig beneath the surface-level paperwork and get at the real priorities driving each party. They will be able to detect when companies are fishing for a unicorn candidate or when candidates are being unrealistically choosy in their search for a dream job.

The perceptive recruiter is also valued for his or her ability to walk gracefully through any sticky business situations or problems that come up during the hiring process. You know a recruiter is a superstar when he or she uses his or her skills at observing and reading people and circumstances to communicate carefully and wisely at all times.


A superstar recruiter does not have a long history of angry, discontent businesses and candidates.  Novice recruiters can fall into the trap of promising more than is possible to deliver, or of letting greed force them into ethically-questionable positions. But not the superstar recruiter. He or she will be honest and upfront with both businesses and candidates about cost, timelines, availability, and reasonable expectations.

Great recruiters honestly care about people.  They are salesmen without being salesmen, knowing how to sell a position to a candidate without mistreating business or candidate for their own gain.  Recruiters are good at their job because they have a genuine interest in people; they are honestly concerned with helping businesses and candidates find one another. Oftentimes you will find a superstar recruiter “recruiting” in everyday, out-of-office life, enjoying the “work” of meeting, remembering, and making connections with people.  


Great recruiters don’t need companies pressuring them to ensure they are giving full effort to locating talent; they will represent a company well, working diligently to sell open positions to qualified candidates. This self-motivation also makes them excellent problem solvers, responding to roadblocks with determination and creativity.
Recruiting is constantly changing, meaning a great recruiter has to be self-motivated enough to stay on top of new trends and technologies in the field. Getting behind in training can quickly render a recruiter useless. Superstar recruiters are disciplined, always ready to put new skills and technology to use for their companies.

Recruitment is Marketing: Are You Ready for That?

Recruiting has changed in big ways.

John Syed, for LinkedIn, describes the role of recruiters a decade ago; “Recruiters received a daily cascade of candidates who covered the full spectrum of capabilities. You could post a job for CEO and get entry level resumes sent to you. Of the hundreds of thousands of applicants per job posting, recruiters had to manually sift through paper resumes, color coding them along the way and marking them fail, hold or progress.”

Sourcing candidates was done manually, making it a time-consuming, tedious process.

Today, businesses can post a job opening online, and technology has made it feasible to automatically filter through thousands of resumes from candidates all over the world.

But rather than rendering recruiting obsolete, new technology has opened up new space for professional recruiters; namely, marketing.

Karyn Mullins with Fox Business explains,“The biggest change in recruiting over the last 10 years? Employers don’t have complete power over the job search. A decade ago, it was applicants who had to show off their talents, but the tables have turned. Employers must now focus on drawing in top talent by competing the way candidates are used to.”

Recruitment today is marketing. It’s selling an opening in a company to potential candidates through company branding, advertising, interviewing, and closing. Thinking like a marketer can help recruiters do their job well.

Tanya Williams, writing for RecruitLoop, explains, “Your job as a recruiter is to turn an applicant into a hire, just like converting a marketing lead into a sale.”

Companies are now competing with other companies across the nation and around the world. What makes your company special? Why should candidates take this position over a comparable position with another company? Recruiters today need to be able to answer those questions. They need to be marketing professionals, helping businesses develop and broadcast their image, and working to sell that image to qualified candidates.

Since technology has made applications global, recruiters have to be able to conduct their marketing virtually. The same skills that made recruiters great ten and twenty years ago – networking, communication, organization – are still crucial to success today, but recruiters must be willing to adapt.  Social media, online job sites, and mobile applications are impossible to ignore, and should be both understood and put to good use.

Candidates today are often sold on a job when they are attracted to the company’s culture. Marketing open positions requires, then, the ability to effectively display company culture, usually through social media platforms and company websites. Candidates want a taste of what it would be like to work for a particular business – what the work environment is like, what is most valued, and whether or not they will be able to achieve a satisfactory work-life balance. That’s the product a recruiter is selling.

Skilled, experienced recruiters have adapted to the changing times. They bring the strengths that have long made hiring professionals valuable to businesses – excellent networking abilities and communication skills – and with these the added understanding of how to best handle today’s technology-inundated job market.
Great recruiters understand that recruitment is marketing, and they will work hard to sell positions within your company to today’s top talent.

10 Best Ways to Motivate Your Staff

Increased job satisfaction and performance, decreased turnover rates, and overall growth in company profits have all been linked back to employee motivation.

Psychological studies have different names for highly successful, motivated employees, discussing levels of “organizational commitment” or rates of reported “needs satisfaction.”  Whatever the theoretical approach, the bottom line is still the same; motivated employees propel a company forward.

Below, we’ve outlined for you ten of the best ways to motivate your staff.

1. Lead by example.


Motivation has to start from the top. Any leadership training will tell you that people struggle to follow where they perceive a duality in standards, or the pretense of a “do as I say, not as I do” attitude. Specific applications vary from business to business, but usually involve leading with both an affirming, constructive attitude and disciplined, dedicated work ethic.  Your conduct will be powerful motivation for your employees.

2. Set company goals.

Psychologists talk about humans desiring three things: competence, autonomy, and relatedness. These ideas work into several of the tips on our list; the third is particularly relevant here. People want to feel like they are part of the team; our next point will follow this as it relates to co-worker relationships, but it has to begin, again, at the top.

Companies who are able to articulate long-term and short-term goals to their staff will find their business running more smoothly. Workers are motivated by the transparency and vision of clearly-communicated goals. Having the big picture influences the manner in which day-to-day tasks are carried out. Everyone is on the same page, and this “relatedness” is highly motivating.

3. Promote cooperation over competition.

Competition can sometimes be useful within a company, but the stronger pull should be toward cooperation. Again referring back to the idea of “relatedness,” cooperation among employees promotes unity and increases the likelihood of an employee staying with a company. Encouraging a mindset of cooperation guards against destructive, self-promoting behaviors like deception and manipulation that can crop up in environments of intense competition. Cooperation is motivating.

4. Pair employees with fitting tasks.

This has to do with the “competence” side of the psychological triangle. Studies show that employees are most motivated to complete tasks that are appropriately challenging. Throwing an insufficiently-trained employee into an overly challenging situation will create more stress than satisfaction. Under-stimulation will foster boredom. Job descriptions should pair with an employee’s level of training.

5. Work with employees as individuals.

“Competency” continues, as the easiest way to ensure employees are linked to appropriate tasks is by checking in with them one-on-one. Employees, when given the opportunity, can offer valuable insight into their own performance and productivity and ways in which it might be improved. This is also a great time to bring in the final element, “autonomy,” by encouraging staff to offer suggestions and set personal goals that align with the larger company goals. As employees take ownership of their positions, motivation has been shown to increase.

6. Have a positive working environment.

Workplace environment comes up again and again as one of the key factors in employee satisfaction, performance, and longevity. And “positivity” is the keyword. Across a variety of industries, employees repeatedly report that they would be willing to move for a job with a positive work environment.

7. Have a functional working environment.

Since work environment plays such a big role in employee satisfaction and performance, we’ll give you one more tip. Besides being positive, a work environment needs to be functional in order to fully facilitate productive, motivated employees. Your staff can probably offer insight here, so don’t be afraid to ask them for advice. Ask employees which facets of office life, if any, are hindering their performance, and what could be done to rectify these issues.  A little extra effort placed on good organization and communication could have big payoffs.

8. Offer incentives.

Sure, life can’t be all extrinsic motivation; there aren’t ribbons and candy bars for every success. But finding fitting ways to reward great work will motivate your staff and help you create room for growth in every area of your company. Look for ways to recognize quality work, and keep employees challenged by providing plenty of opportunities for growth and development.

9. Provide plenty of training.

This ties back in to incentives.  Motivated employees are challenged by their work environment, so facilitate and encourage the development of new skills. An employee won’t be on the lookout for a different job if he or she is looking forward to new and exciting opportunities within his or her current company.

10. Give (and take) feedback.

From assimilation with company-wide goals to individual performance, personal employee feedback, done well, will motivate employees. Learn how to offer feedback in an affirming manner, and avoid using set apart evaluation times as regular opportunities for criticism. Make sure communication goes both ways, giving employees time to ask questions and offer suggestions.
Opening up constructive communication will be motivating to you, as leadership, as well. As employees are able to invest in the vision of the company, they will be increasingly eager to provide hiring referrals, pass along creative ideas for company improvement and growth, and speak well of your company within their personal social circles.