reach at your organization. First, your business has to have a growth mindset that promotes loyal employees and empowers them to step into exciting new roles. Then you need to present prospective employees with challenging, rewarding projects and responsibilities and show examples of how those who’ve come before them have succeeded. Annual reviews and raises are a start, but you should also explain how a job at your business will improve your prospect’s skills, career, and life. If you already offer a legitimately competitive salary, an expansive benefits package, and a good work environment with opportunities for growth, the only challenge left is to get on your ideal candidate’s radar. One of the best ways to do this is to implement an employee referral program. Ask your team if they know anyone who’d fit the empty role. If you end up hiring their prospect and they stay on the team for, say, six months, then reward the referrer. Cash, PTO, and other benefits will encourage your loyal employees to bring in their skilled friends. 3 STRATEGIES FOR SUCCESS 3. GET THEM IN THE DOOR.
HOWTO DRAWTHE BESTNEWHIRES IN A RECORD-BREAKING LABOR MARKET
In a market where job seekers have the pick of the litter, employers face stiff competition when courting prospects. Here are three strategies to draw in top performers and keep them.
1. PAY MORE.
Excellent benefits, fancy perks, and flexible hours are important items on any job seeker’s checklist, but virtually every prospect’s top priority is adequate pay. Workers today have unprecedented bargaining power, and yet, according to ADP, small businesses with fewer than 50 employees boosted wages only a little over 3 percent last year, an amount quickly swallowed up by inflation and increasingly steep living costs. There’s just no way around it. To attract top-tier talent, competitive compensation is paramount, especially in 2019.
Finding good employees has always been hard, but in the economic environment of 2019, it can feel downright impossible. At the end of 2018, U.S. unemployment was the lowest it had been since 1969. For months, unfilled jobs outweighed the number of people seeking employment.
2. GIVE NEW HIRES THE CHANCE TO GROW.
The best employees constantly hunger for new growth and development opportunities. Show prospective hires the potential heights they can
As a law firm that specializes in several fields — bankruptcy, Medi-Cal, estate planning, business planning, and civil litigation — many of our clients assume that if they have a need outside of these areas, they will have to go elsewhere for attorney services. While we don’t handle divorce, personal injury, or other fields of practice, that doesn’t mean we can’t help. With our expansive knowledge in this industry, we’ve developed a network of attorneys and vendors who can help individuals and businesses of all shapes and sizes. These are experts in their fields and dedicated professionals who get proven results. We demand the best from ourselves, and we expect the most from our referral network. We personally vet each person we interact with so that our integrity and good name are never compromised by the actions of others. When we refer someone to another lawyer, you can rest assured that individual is someone we’d use if we had to. Here is what we look for in a referral partner. Let Us Help in Your Time of Need YOUR ONE-STOP SHOP FOR ANY LAWSITUATION
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