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Recruiting is marketing!

I’m sure you’d agree, you need high quality staff in order to achieve success in your business.

The question for you is, in the current employee market, are you able to attract and hire enough of these people?

Today I would like to share some tips and “best practices” that have helped a number of my clients here in the Comox Valley and Campbell River area.

First, it’s helpful to understand why it’s such a challenge to find good people right now. It’s not just one issue, it’s a number of them, and they’re all contributing to the “perfect storm” which is making it extremely difficult for business to attract, recruit and hire high quality talent.

  1. Low Supply and High Demand. With the current economy chugging along at a brisk pace, there is just simply more jobs than there are people to fill them. With this in mind it’s even more important than ever to ensure we’re marketing ourselves accordingly. We need to stand out above the crowd, so we get noticed.
  • Prospective Shift. Employees are looking for flexibility, purpose in their work, aligned values with the employer and other attributes that are more important now than they ever used to be. We need to change our approach and discontinue our “one size fits all” approach to the jobs we create.
  • What Got You Here Won’t Get You There. In the past, we would utilize a very passive approach to attracting and recruiting employees. Gone are the days where you can post a job advertisement in the newspaper and in our storefront window and the prospects come to us. Again, with the supply demand curve where it is, we must take a much more assertive approach to recruiting.
  • It’s Our Attitude, Not Theirs. Prospective employees have a choice where they want to work, so we need to be putting our best foot forward when attracting and recruiting. Just like marketing our business to new customers, we must extend that to marketing our business to new employees. If your branding, website, social media presence and other marketing efforts are poor, it will reflect in your inability to attract top talent. The two go hand in hand.

The second issue to understand is that there are two different employee prospects:

Prospect #1

These are people who are actively looking for new employment. With these prospects, we need to develop a compelling job ad that wins the hearts of the prospect. Finding the right fit in your company culture is more important that the technical skills that you’re looking for. Future superstar employees share your values and align to your mission. Advertise this compelling ad where your best prospects are looking.

Prospect #2

These are people who are already employed. These are people who are not very well engaged where they are working now, but they are not yet actively looking for something new. To find these prospects, we need to share the opportunity with friends, colleagues, networking groups, community groups, and so on. They are not currently looking on Indeed, Facebook, and other job posting sites, because they are not yet actively looking for new work. It will be your networks and relationships that will bring these people to you. You need to leverage these relationships.


It’s important to shift your thinking from passively trying to attract new employees to assertively and proactively recruiting your next superstar. This takes a strong marketing mindset, a compelling job posting, and a strong message about your mission and values as an organization.

And one final thought, “ABR – always be recruiting!” You just can’t predict when you might need more superstars, so you need to always have your eyes open to new and exciting prospects.

If you would like some help recruiting superstars to your business, send me an email, to set up a complimentary 20 minute call. I’d love to help you out!

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