Whether TikTok, Instagram or the often underused YouTube, you want to find out where your potential candidates are on social media, just like you would with your customers. Andrea explains that you should find out where candidates are congregating and then announce your presence there. Candidates will certainly review companies through social platforms, particularly dedicated job review sites like Glassdoor or Indeed.

That previous disgruntled employees gave a harsh review is one of the reasons some companies are reluctant to advertise themselves, but Andrea advises her customers to take care of their online reputation. These ex-employees will still voice their grievances, so take the opportunity to address criticism head on and emphasize what type of candidate would be a better fit for the company.

Even in a post-Covid world, there are many real opportunities for recruitment. The old-fashioned but surprisingly ubiquitous Help Wanted signs can and should be retrofitted with a QR code for instant access to an application. Incentivize people to come to your campus with offers like a free lunch from food trucks you visit. Existing employees are a great asset for finding new employees, and they can – and should – be rewarded with referral incentives.

The ability to work remotely, at least partially, is now an important criterion for many job seekers. Although hesitant to equate work-life balance with remote work, Andrea sees promise in the flexibility offered by the work-from-home option. She warns that companies must be open about what working from home looks like according to their specific culture. Ideally, employers focus more on the results and quality work an employee produces than how many hours they are physically in the office.

Now more than ever, applicants are after more than just a paycheck. They want to know that they will add value to the company…