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Be Who You Want to Hire

There are hundreds of job sites available to applicants. If you look at the hiring landscape from their perspective, you can understand that it is a daunting task to find a job even for the cream-of-the-crop. They are scouring the web every day, working with headhunters, and investigating every lead from their peers. They may be sending in hundreds of applications a week. That is why it is so important for your business to stand out on the job sites. You want to be where the buck stops. You want to be the last job they pursue. You want to be the one they fight for because it sounds like such a good fit. Madelyn Dunlap from The Capitalist Alliance said it best when she wrote: “Be who you want to hire.”

Be Who You Want to Hire

Be who you want to hire. What exactly does that mean? And, how do you accomplish it?  Be who you want to hire is a similar adage to “walk the walk” and “birds of a feather flock together.” In the end, you are who you attract. If you want to attract top employees, you need to put your best foot forward. At HRinDemand we believe that appearance and communication is a large part of accomplishing that task. You need to look how you feel (and hopefully that is great), and communicate with others all the good things about your business.

Take a Hard Look at How Your Business Looks on Paper

It might sound simple, but it’s not, so prepare yourself and rest assured that once this piece is in place it’s downhill. Ask yourself these questions:

  1. Does my brand/logo embody our business and how we feel about what we do?
  2. Are we proud of our website? Do we direct people there on a regular basis?
  3. Are our employees proud to work here?
  4. Do we have a mission and vision statement that gets us excited about what we do today and where the future will take us?
  5. Do we have an employee onboarding system that is clear and organized?

How Big do you Look Digitally?

Google your business just like an applicant would. What do you find?

  1. Does your website come up?
  2. Does Google recognize you as a verified business?
  3. Do you have any reviews?
  4. Do you have social media profiles? If so, are they up-to-date with meaningful content?
  5. Do you have thought-leadership articles in a blog or on LinkedIn?
  6. Have you been mentioned in the newspaper for your works in the community? If so, have you highlighted that so it’s easy to find?
  7. If you have won awards, is it easy to see?

How does your Quest for the Right Candidate Look?

Now that you look the part, next you need to communicate effectively to the world what kind of candidate you are looking for. In this process, you need to do the following:

  1. Define who you are trying to attract. This is not limited to the skills the individual will ideally possess, but also how they will fit into the culture of your organization.
  2. Write a job posting that communicates the defined candidate clearly. While it’s important to have a clear job description and experience requirements, it’s also equally important to define that extra thing you are looking for. For example… “looking for a wildly creative, self-starter who has a way of twisting the norm on its head.”
  3. Remember that candidates are looking just as hard for the right fit as you are so doesn’t be shy. Make it easy for them to place themselves with you. If you want a meticulous office manager, don’t be afraid to write in the requirements a meticulously organized sock drawer. Obviously, that isn’t a real requirement but it gets the message across. It’s meant to speak to the candidate on a personal level.

What is at Stake?

  1. If you skip the work on the front end because you don’t have the time or the money, you will waste more time and more money by ending up with the wrong person. All of the tips here are for the benefit of your business. Whether you are hiring or not, these tips will help your business thrive.

If you are interested in the Employer Branding service, contact HRinDemand, we assist businesses with all of the things mentioned here, including branding and recruiting. We understand how busy the small business owner is and know how time-consuming these tasks can be. We also understand that your time may be better spent elsewhere. Invest in professionals who can help you. It will be well worth it.

Melissa Marsh, MA, SPHR, SHRM-SCP is the founder of HRinDemand. She is a Human Resources Consultant that shares her expertise with Reno-based companies looking to outsource their human resource needs. As a result, the HRinDemand team ensures businesses are safe and compliant. With over 15 years of experience, she can be trusted to lead business owners effectively through all their HR-related needs. Contact Melissa Marsh at HRinDemand 


Dunlap, Madelyn. “4 Ways to Attract the Right Employees.” The Capitalist Alliance, www.capitalistalliance.com/blog-source/2018/2/9/4-ways-to-attract-the-right-employee.

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