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Six Creative Ways to Attract Top Talent to Your Company

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Six Creative Ways to Attract Top Talent to Your Company

By Michael Deane — Guest Writer, Inland Empire Business Journal

Things have changed compared to twenty, thirty years ago; these days, candidates are the ones who choose the companies, not the other way around. Finally, businesses are putting the employee at the center of their progress, making sure that everyone is not only well taken care of but also happy to come to work.

If you own a company or are managing it, and you feel a bit stuck in the way you are selecting candidates, this is your chance to step up your game. In this article, we’re suggesting super effective ways to attract top talent to your company and build a long-term relationship that will prove mutually beneficial.

Here’s how to attract the most eager candidates using creative and effective techniques:

Offer a Flexible Work-Life Balance

 Businesses tend to have a prejudice toward “modern” employee requests just because they’re not used to that type of organizing things. However, if you take a step back and look at the big picture, you’d realize that these “modern requests” could actually help your business’ progress. How? If the people working with you are happy, that means more productivity for the projects at hand… that’s how. What is more, changing your business modus from old-school to modern could actually get you a handful of amazing people with a fresh take on business, attracted to your up-to-date business model.

So, next time you are recruiting for open positions, offer flexible work-life balance options. What does that even mean? Here are just a few things to offer (but you can switch it up or tone it down, as needed):

  • Don’t keep employees past 40 hours a week, unless necessary
  • Offer remote work a certain number of days per month
  • Give employees the option to organize their own project schedules
  • Offer flexible working hours
  • Why embracing the modern culture at the workplace matter? Simply because it increases the collective morale and productivity.
  • Offer Referral Incentives

Nothing you haven’t heard before, but it works! By initiating a referral incentive program, you are showing your current employees that you a) trust their judgment b) value their effort in finding a good fit for a position, and want to reward them for it. While we’d like to think it isn’t so, almost everything runs on money and benefits, and people get motivated by it! Thus, the moment you start your referral incentive, expect stellar candidate resumes’ piling up on your desk. In terms of what makes a good referral incentive, you can go with extra money, various types of rewards, extra vacation days, a prime parking spot, etc.

Network at Candidate-Specific Events

Tapping into local communities for the perfect candidate could just be one of the best ways to get fantastic people to work for you. Instead of merely placing a job ad online, send a recruiter from your company to events and meet-ups where professionals you are in search of getting together. This is a very creative and effective way to meet new talent, even those who aren’t actively pursuing a job change.

Host an Open House

Hosting conferences, events, gatherings, and every other type of talent get-together can get you plenty of potential candidates in the same room. Present your company culture, your staff, give them the opportunity to see how things work “behind the curtains”. If you are overwhelmed with work and stuff, hire an event planner to come in and help put things together. It’ll be a blast for both your current employees and potential candidates.

Use Social Media

The best way to find candidates is to look for them where they already spend most of their time – on social media. Although a shift has been made, and plenty of recruiters are looking for talents on social media, not many have adopted this manner of recruiting. In case your firm hasn’t, this is the perfect opportunity to step up your game and extend the search on social media, and not just LinkedIn. Yes, LinkedIn is the best business platform you can use to find good candidates; but you shouldn’t neglect the fact that plenty is happening on Facebook, Twitter, and Instagram as well.

Pay Well

Not exactly a creative way to get people to work for you, but definitely an effective one. Whoever works hard and is dedicated to their calling deserves good work conditions and the right compensation, so it’s up to you to make it happen. Plus, just think of it this way: would you work for the pay you are giving to prospective employees? There you go. The easiest way to attract talented applicants is by offering competitive pay. How to know what salary to give for a particular role? Check out the market to see what each job role gets locally and nationally.

Companies are doing their best to present themselves in the best light to attract amazing talents, and if you are one of them – the advice above will help!

 

Michael Deane is one of the editors of Qeedle, a small business magazine, and a Content Contributor to the Inland Empire Business Journal. When not blogging (or working), he can usually be spotted on the track, doing his laps, or with his nose deep in the latest John Grisham.

 

 

The Inland Empire Business Journal (IEBJ) is the official business news publication of Southern California’s Inland Empire region - covering San Bernardino & Riverside Counties.

Career & Workplace

California Continues to Struggle with Labor Supply as Employment Expands Modestly

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State’s Unemployment Rate Remains Highest In Nation

California’s labor market expanded modestly in April, with total nonfarm employment in the state growing by 5,200 positions over the month, according to an analysis released today by Beacon Economics. March’s gains were revised down to 18,200 in the latest numbers, a 10,100 decline from the preliminary estimate of 28,300.

As of April 2024, California has recovered all of the jobs that were lost in March and April 2020, and there are now 314,300 more people employed in the state compared to February 2020. Total nonfarm employment has grown 1.8% over this time compared to a 3.9% increase in the United States overall. California increased payrolls by 1.2% from April 2023 to April 2024, trailing the 1.8% increase nationally over the same period.

The state’s unemployment rate held steady at 5.3% in April 2024, unchanged from the previous month. California’s unemployment rate is the highest in the nation and remains elevated relative to the 3.9% rate in the United States as a whole. The state continues to struggle with its labor supply, which remained essentially unchanged in April (declining by a negligible 100). Since February 2020, California’s labor force has fallen by -246,200 workers, a -1.3% decline. In comparison, over the past twelve months the nation’s labor force has increased by 0.8%. 

Industry Profile  

  • At the industry level, job gains were mixed in April. Health Care led the way with payrolls expanding by 10,100, an increase of 0.4% on a month-over-month basis. With these gains Health Care payrolls are now 13.6% above their pre-pandemic peak.
  • Other sectors posting strong gains during the month were Transportation, Warehousing, and Utilities (3,700 or 0.4%), Leisure and Hospitality (3,100 or 0.2%), Government (2,600 or 0.1%), Education (1,800 or 0.4%), Retail Trade (1,000 or 0.1%), and Wholesale Trade (400 or 0.1%).
  • Payrolls decreased a handful of sectors in April. Construction experienced the largest declines, with payrolls falling by -6,000, a contraction of -0.6% on a month-over-month basis. Note that this decline was largely due to late season storms affecting construction projects across the state.
  • Other sectors posting significant declines during the month were Manufacturing (-5,300 or -0.4%), Professional, Scientific, and Technical Services (-3,600 or -0.3%), Real Estate (-700 or -0.2%), Finance and Insurance (-700 or -0.1%), Administrative Support (-600 or -0.1%), and Information (-600 or -0.1%).

Regional Profile

  • Regionally, job gains were led by Southern California. Los Angeles (MD) saw the largest increase, where payrolls grew by 5,700 (0.2%) during the month. The Inland Empire (2,600 or 0.2%) and San Diego (1,200 or 0.1%) also saw their payrolls jump during the month. However, payrolls fell in Orange County (-2,700 or -0.2%), Ventura (-500 or -0.2%), and El Centro (-2,200 or -0.3%). Over the past year, El Centro (1.9%) has had the fastest job growth in the region, followed by the Inland Empire (1.5%), Ventura (1.4%), Orange County (1.1%), San Diego (0.8%), and Los Angeles (MD) (0.6%).
  • In the Bay Area, the East Bay experienced the largest increase, with payrolls expanding by 2,600 (0.2%) positions in April. San Rafael (MD) (200 or 0.2%) and Napa (100 or 0.1%) also saw payrolls increase during the month. However, San Francisco (MD) (-1,700 or -0.1%), Santa Rosa (-600 or -0.3%), and Vallejo (-600 or -0.2%) experienced payroll declines during the month. Over the past 12 months, Vallejo (3.0%) enjoyed the fastest job growth in the region, followed by Santa Rosa (2.3%), Napa (2.2%), San Rafael (MD) (1.6%), the East Bay (0.9%), San Jose (0.2%), and San Francisco (MD) (-0.8%).
  • In the Central Valley, Sacramento experienced the largest monthly increase as payrolls expanded by 900 (0.1%) positions in April. Payrolls in Yuba (400 or 0.8%), Bakersfield (300 or 0.1%), Fresno (300 or 0.1%), and Visalia (100 or 0.1%) increased as well. However, payrolls fell in Stockton (-500 or -0.2%), Modesto (-200 or -0.1%), Merced (-200 or -0.3%), Redding (-100 or -0.1%), and Hanford (-100 or -0.2%). Over the past year, Madera (5.7%) had the fastest growth, followed by Yuba (4.2%), Merced (3.7%), Modesto (3.6%), Sacramento (2.5%), Hanford (2.4%), Redding (2.3%), Fresno (2.2%), Visalia (2.1%), Stockton (2.0%), Chico (1.5%), and Bakersfield (1.1%).
  • On California’s Central Coast, Salinas (200 or 0.1%) and Santa Cruz (200 or 0.2%) added the largest number of jobs during the month. Santa Barbara (-100 or -0.1%) saw payrolls decline. From April 2023 to April 2024, Salinas (1.9%) has added jobs at the fastest rate, followed by Santa Cruz (1.6%), Santa Barbara (0.8%), and San Luis Obispo (0.5%).
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Career & Workplace

Inland Economic Growth & Opportunity (IEGO) Announces 2024 Priorities

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Strategic Vision: Prioritizing Sustainable Growth and Enhanced Opportunities in the Inland Region

The Inland Economic Growth & Opportunity (IEGO), a collaborative organization dedicated to fostering economic growth, has announced its 2024 strategic priorities designed to create a vibrant, inclusive, and sustainable economy for Southern California’s Inland Empire. Among its immediate priorities include its role in Governor Newsom’s California Jobs First regional jobs strategy.

“As one of the California Jobs First statewide collaboratives, IEGO is committed to engaging a wide ranging and diverse group of stakeholders in our economic development focus so that we can improve the quality of life for all residents across the region,” said IEGO Executive Director Matthew Mena.

IEGO’s strategy is critical. While Inland Southern California remains one of California’s top job growth markets, it also ranks as having the lowest average weekly wages according to employment data for the nation’s 50 largest county job markets as reported by the US Bureau of Labor Statistics.

The IEGO 2024 priorities are designed to counter that trend and encourage greater business investment, including:

California Jobs First: IEGO will develop Inland Southern California’s regional jobs strategy to create quality jobs and a more accessible economy as part of Governor Newsom’s very intentional, inclusive approach to economic and workforce development to maximize state resources and investments by empowering communities to chart their own futures. Much of the funding will support career development projects from capacity building to industry-specific programs, and new job training.

Center of Excellence: As one of the state’s designated Center of Excellence, IEGO will support the region’s community colleges and their partners by providing research on the local labor market, including information on job growth, wages, demographics, top employers, education, and skill requirements, as well as education outcomes for industries and occupations critical to the Inland Empire’s economy. This data will help inform the development of new community college programs, curriculum, and partnerships that the colleges pursue in their efforts to prepare residents for high-paying, fast-growing jobs that Inland Empire businesses need today and in the future. 

Regional Marketing: IEGO will work to ensure that the region is well positioned to benefit from public and private investment and is fully recognized for its economic strength and opportunity. In this way, IEGO can enhance the delivery of public and private resources to the two-county region.

“There’s real opportunity for the IEGO Center of Excellence to lead deeper economic and workforce research. One of the immediate areas is our Top 50 Jobs report. We want to better identify the best job opportunities and pathways for workers in struggling families to make ends meet and build wealth,” said Andy Hall, who is leading report development for the Center of Excellence.

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Career & Workplace

The City of Rancho Cucamonga Recognized as U.S. Best-in-Class Employer by Gallagher 

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Gallagher’s Best-in-Class Benchmarking Analysis Identifies U.S. Organizations That Excel in Optimizing Employee and Organizational Wellbeing 

The City of Rancho Cucamonga participated in Gallagher’s 2023 U.S. Benefits Strategy & Benchmarking Survey and was identified as an organization that excelled in implementing successful strategies for managing people and programs. The City of Rancho Cucamonga was recognized for its comprehensive framework for strategically investing in benefits, compensation and employee communication to support the health, financial security and career growth of its employees at a sustainable cost structure. 

Designations like Gallagher’s Best-in-Class Employer help current and potential employees understand and appreciate an organization’s workplace culture and people strategy; important differentiators as employers compete for talent in today’s labor market. 

“This award is a testament to the collective dedication and unwavering commitment of our team, reflecting the high standards we uphold in fostering a workplace that thrives on innovation, belonging, and employee well-being.” Robert Neiuber, Senior Human Resources Director, City of Rancho Cucamonga. 

A U.S. Best-in-Class Employer, the City of Rancho Cucamonga was assigned points based on its relative performance in: 

  • Plan horizons for benefits and compensation strategies 
  • Extent of the wellbeing strategy 
  • Turnover rate for full-time equivalents (FTEs) 
  • Completion of a workforce engagement survey 
  • Use of an HR technology strategy and its level of sophistication 
  • Difference in healthcare costs over the prior year 
  • Use of a communication strategy 

The City of Rancho Cucamonga understands that high employee expectations haven’t budged in the changing labor market and have regularly examined their formula to attract and retain talent,” said William F. Ziebell, CEO of Gallagher’s Benefits & HR Consulting Division. “In doing so, the City of Rancho Cucamonga utilizes data, workforce feedback tools and clearly defined policies to provide competitive benefits and experiences that their employees value.” 

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