Raise your hand if you’re hiring! Over the past few years, countless practices have been on a hiring hamster wheel. It has been incredibly challenging for practices to fill open positions, and I hear all too often how leadership teams are just about ready to give up. It can start to feel hopeless.

Hiring can be overwhelming and becomes just one more thing that managers have to add to their very full to-do lists. Because of that, we often succumb to doing it the way we’ve always done it... Dust off that job ad that we wrote a couple of years ago, post it on the same sites, and keep our fingers and toes crossed that a unicorn walks through our doors.

As you know, these days, the hiring landscape favors job seekers. They’re the ones with all the options and get to choose where they want to work, which means traditional approaches may fall flat. Here are some strategies to make your organization magnetic and competitive in this evolving market.

Reimagine Your Benefits Package

Beyond the basics, consider innovative additions that resonate with potential hires:

• Signing Bonuses: Specify a compelling amount.
• Supporting Credentials: Cover renewal fees, association memberships, or exam costs.
• Invest in Development: Offer paid time off for continuing education, on-site learning, or specialization support.
• Realistic Perks: Think about comprehensive training, relocation assistance, or uniform allowances.

Delve Deeper for Uncommon Yet Tempting Inclusions:

• Unconventional Coverage: Include short-term disability coverage or maternity leave support.
• Financial Wellness: Offer tax-advantaged accounts, healthcare coverage, student loan repayment assistance, profit sharing, or access to financial planners.
• Partner with Local Businesses: Establish relationships with local businesses for discounts. Think a car wash that comes to the practice monthly, dry cleaning pick up, meal prep, local gyms, house cleaners.
• Remote work: Identify opportunities that already exist in the practice that could be done from home.

Expand Your Reach

Extend your presence beyond job postings:

• Social Presence: Craft an appealing online persona and engage through your website and social media.
• Referral Programs: Encourage referrals from existing team members or clients.
• Culture Amplification: Leverage word-of-mouth networks and showcase your exceptional workplace culture.
• VGPHR: Take advantage of our incredible learning platform, made for busy managers! VGP's Recruiting Platform is an all-in-one solution that enables you to achieve more of your recruiting objectives in a single location.

Invest in a Robust Onboarding Process

A solid orientation plan is key to retaining talent:

• Preparation: Be prepared for them to join with clear communication around required paperwork, starting dates, uniforms, business cards, emails and account information, job descriptions, etc.
• Clear Expectations: Have a clear, written, and organized training process to set new team members up for success.
• Embrace Support: Create an inclusive atmosphere where new hires feel supported and valued from the get-go.

Beyond attracting talent, implementing a robust benefits package will also improve retention, which is critical for a thriving practice. The strategies outlined not only entice top-notch candidates but also lay the groundwork for long-term employee satisfaction and loyalty. Remember, recruitment is just the beginning; it's the continuous reinforcement and reminding of these offerings that create a culture of appreciation and ensures your practice stands out as an employer of choice.