Financial

1. Increase salary band as much as possible especially for Sr positions
2. Signing bonus – does not impact internal equity and could be spread out quarterly to ensure retention
3. Relocation pkg. to entice non-local candidates

Location

1. Offer 100% remote work if possible
2. If not possible to offer 100% remote, reduce frequency of requirement to be on-site from daily to weekly to monthly or bi-weekly – or make it be optional
3. Accommodate and be equipped to support out of province candidates for positions with limited talent pools
4. Flex hours
5. Consider sponsoring out of country talent for scarce skills

Benefits

1. Increase vacation to 4 weeks for staff and accordingly for management
2. Increase personal days
3. Benefits to commence upon start date
4. Training — Review current practices– how can you improve
5. Hiring managers, best practices how to interview
6. Increase educational reimbursement (non-required subject matter)
7. Home office allowance

Awareness / Marketing

1. Hiring managers & team members to announce openings on their LinkedIn profile and in their LI groups
2. Utilize marketing team to promote company culture on social media (most people are not aware of the company unless they are in the industry and interacted with the company and its products)
3. Promote projects on LI – Modernization initiative is very appealing
4. Create a culture video for recruitment – interview staff and ask them what they like about the company, a -day-in-the-life, job, company, culture etc. (Post on social media and send to prospective candidates)
5. Improve employee referral program – gamify, awards, big prizes, increase cash bonus etc
6. Github – Staff members that are active on Github could engage peers (I found members weren’t as receptive on Github to recruiters but would be to fellow techies)
7. Stack Overflow – an alternative source to GitHub

Interview Process

1. Provide a great candidate experience
2. Should not be more than 3 rounds
3. Provide feedback within a timely manner
4. Offer some  resources to rejected candidates to improve

Dave Menzel

About the author: 

Dave is an independent talent acquisition consultant who has been working from his home office for the past several years. He has been working in the recruitment field successfully for the past 12 years, recruiting for small and large businesses like  INVIVO Communications, Questrade, IG Wealth, Wal-Mart and Canadian Tire among others.  

https://www.linkedin.com/company/bond-contract-recruiters/

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