In the 2023 Nevada State Bank Small Business Survey Report, respondents said their single most important challenge is hiring and retaining quality employees, and the majority find it difficult to find employees locally. The job market is very different than it was prior to the Covid pandemic.1 These eight tips may help you deal with hiring challenges.

1. Decide Exactly What You're Looking For

You need to know precisely what you're looking for as you set out to hire. Know the exact role and tasks that a candidate will be expected to perform, but also decide what traits you're looking for.

Start by getting clear on what good talent means to you," says Krystal Yates at Forbes.2 "What are the real skills you are looking for? Then, create a realistic job description to reflect that. Cut out requirements that aren't necessary. Don't forget to include soft skills and cultural traits. Getting those right can be the difference between success and failure for candidates. Some of the best candidates come in untrained but hungry to learn."

2. Avoid Hiring Out of Desperation

Don't hire someone quickly because you desperately need to fill a position. You might be wasting time and money onboarding an employee who doesn’t fit the job. Hold out for a candidate who is more likely to work out in the long run.

3. Put Together an Attractive Benefits Package
Benefits are very important to job seekers, so the better package you can put together, the more attractive your position will be, especially to top talent with more potential. Keep up with trends to remain competitive. For example, remote work is a major draw at this point in time. Mental wellness programs are also becoming popular. Make sure you have a sense of what job seekers are looking for.

4. Hire with Flexibility in Mind

Know that most workers value flexibility, so if you can keep this in mind during the hiring process, you can better plan for it down the road, and your position will be more attractive to potential candidates. Discuss scheduling flexibilities, as well as possible remote or hybrid work scenarios with candidates.

5. Don't Drag Out the Hiring Process

When you find a candidate who appears to be suitable, act quickly. Don't wait for them to find a different job.

"Speed up the hiring process," says Paul McDonald at CPA Practice Advisor.3 "In today’s hot job market, skilled job seekers move quickly. When you come across a candidate who meets most of your requirements, act fast. This means staying in close communication with them throughout the hiring process, and making an offer sooner rather than later — contingent upon a reference check, of course."

6. Provide Growth Opportunities

Workers generally want to know they'll be able to advance their careers rather than be stuck in the same position for years. Be willing to provide growth opportunities within your company. This could come in the form of training for higher positions once they've been with the company a certain time. Make sure they know in the interview that there is room to grow. Otherwise, they might seek a career change or a different company.

7. Up Your Recruitment Game

Take a look at your recruitment strategy and determine if there are ways you can improve it. Cast a wider net by finding new potential talent pools. Utilize social media, referrals from your own staff, job fairs, and various online resources to get your open position(s) seen by potential qualified candidates.  Make sure your job description is clear and enticing.

8. Stay Competitive

Remain competitive with salaries and benefits so that you don't lose talent to other businesses in your industry or in your region. Give candidates a good reason to choose you over competitors.

Hiring challenges are likely to remain for the foreseeable future, but if you adapt to the changing times and provide candidates what they want from a job, you should be able to get valuable talent who will remain loyal and help you improve your business.






The information provided is presented for general informational purposes only and does not constitute tax, legal or business advice. Any views expressed in this article may not necessarily be those of Nevada State Bank. Nevada State Bank is a division of Zions Bancorporation, N.A. Member FDIC