It's great that you are working in a booming economy, though we can certainly understand how that can also create problems in attracting employees. To do so, it's important to think first about who your potential employees are likely to be. For example, would they be more likely to be women than men, older than younger, skilled or unskilled? Once you are clear on that, then think about where those employees are most likely to be found. And how can you best get the word out to them? That is, how do they get their information? Is it through radio, TV, newspapers, flyers posted on bulletin boards, word of mouth (very important), or other means, or some combination of these? Once you've answered these questions, plan your outreach accordingly. Of course, you must also provide good reasons why those potential employees should work for you rather than somebody else. Pay is naturally one of those reasons, and certainly your salaries must be competitive in your market, which is not to say they must be better than everyone else's. You might think of what other benefits you can provide: A great working environment? Ability to set one's own hours? Flex time? Opportunity for job training, or promotion? Child care? Easy transportation? These are some examples, and there may be others. In other words, what's it going to take to attract me as a potential employee to your door? It may help to be creative here, as well as honest. You may also wish to consult Chapter 10, Section 3 of the Tool Box, on Advertising for Positions. We hope these thoughts may be helpful to you. Thank you for writing to us at the Community Tool Box, and all best wishes for success in your important work.
