OVERCOMINGHIRING

employer for that type of candidate," says Eric Waldowski, client success manager at IdealTraits Inc., a Big “I" Hires partner. “You're not going to get a candidate to engage with you if you don't have an attractive, transparent job opportunity for them. Candidates should have zero questions about where they will work, when they will work and what they'll be doing at work "

Pay should also be clearly outlined in the job posting. “Candidates are going to be more likely to apply for a role that clearly states how much and how often they're going to be paid," Waldowski says “Here's an example of what that sounds like: 'Base pay of $2,000 to $3,000 per month, dependent upon experience. Top earners in our agency earn over $2,500 a month in commissions and bonuses beyond their base.'"

Not only should the job posting include

Continued from page 35 compensation structure details and work arrangements, additional benefits that help your agency stand out should be listed as well. “List as many benefits as you can, including nonconventional ones," Waldowski says. “Do you have an office dog? Is there a monthly pizza party? These help your agency stand out "

As far as publicizing the job openings, Davis uses “ every resource I can think of," he says. “I post it on our website, we put it on social media, we post on Indeed and we engage with recruiters."

However, Powers' secret for attracting talent comes from an unlikely source. “I think Google reviews have helped a ton," Davis says. “It's incredibly rare I interview someone who hasn't been on our website and seen our reviews. I think our Google reviews help explain our company culture just as well as anything I could say."