12 strategies to find good employees

Consider these 12 strategies for finding good employees:

1. Review resumes frequently

Frequently reviewing resumes helps keep the hiring process efficient and responsive. By consistently checking resumes, you can identify strong candidates, stay organized and avoid delays in reaching out to potential hires. Building a candidate pipeline for frequently needed roles, even when a role might not be open, can save you time and effort in the future.

Frequent, structured and organized reviews streamline decision-making and ensure top applicants aren’t overlooked. You can use tools like applicant tracking systems (ATS) to manage high volumes and ensure thorough assessments without feeling rushed or overwhelmed. Consider setting up a resume alert to be notified when job seekers match your criteria.

2. Look internally

Consider whether current employees are good matches for open positions. You’re likely already familiar with this employee’s strengths in the workplace and experience. Since internal hires are already familiar with the organization, they may require less training than a new hire. Finding employees internally can also help reduce employee turnover.

“The value of internal candidates cannot be underestimated. The best processes will look at their existing talent pool for all openings.”

—Joe Scotto, HR leader

3. Use social media

Searching for employees on social media can help you access a broad professional network. If you plan to use these channels to share your job postings, consider these social media recruiting tips:

• Encourage sharing. Ask viewers to share the job posting with their professional networks to reach a wider pool of candidates.
• Promote company culture. Include photos and videos that highlight your company culture to help generate excitement about the organization.
• Provide contact information. Consider including an email address so job seekers can ask questions before applying.

4. Help employees become brand ambassadors

When employees love their workplace, they typically become advocates. They may share their positive experience with friends, family and professional networks. Consider creating a voluntary brand ambassador program that allows employees to represent your company at events and earn special rewards.

Consider pairing this with an employee referral program that rewards workers who help you find future employees. Referral bonuses can range from a gift card to recognition. Incentivizing employees and training them to identify top talent in their respective areas can expand your company’s reach and yield strong candidates.

5. Maximize your job postings’ visibility

Here’s how you can attract quality candidates by making job postings more noticeable:

• Write a compelling job description. Include a list of the required hard and soft skills, core responsibilities and the top benefits and perks of the role in the job description.
• Use specific job titles. Specific job titles are more likely to attract candidates with relevant skills and expertise.
• Be thorough. Including a location, experience level, salary estimate and other information can help listings appear in filtered results.
• Opt for sponsored jobs. A Sponsored Job on Indeed has better visibility than free job postings.

6. Use job boards to find employees

You can find employees by posting on multiple job boards. Job boards, such as Indeed, typically feature listings submitted by employers and recruiters and are often specialized by industry, job or career type. 

By posting your listing on multiple job boards, you can maximize your reach. Make sure your job board posts are accurate, up-to-date and well-written before distributing them.

7. Build a candidate database

If you receive a resume from a quality candidate who isn’t hired for your open position, you can keep the application on hand for other openings at a later date. Consider storing this data in a candidate or resume database, where you can attach keywords to each candidate’s resume to catalogue relevant skills or qualifications.

8. Include details about benefits and perks

Consider listing employee benefits on your company page and including this information in job postings to attract top talent. Benefits that can help attract good employees include competitive pay, flexible hours, generous paid time off, remote work opportunities, 401(k) matching, free meals or access to health and fitness programs. 

Job seekers are generally interested in these types of benefits and may be more motivated to apply.

9. Post help wanted signs

Depending on the role you’re hiring for, a help-wanted ad can increase your chances of attracting candidates to your business. You can post a sign outside your business or on job bulletin boards. Include a phone number or a contact form for job seekers to follow up on the opportunity.

10. Go to job fairs and recruiting events

Advertising open positions at local recruiting events may improve your team’s chances of attracting job seekers. Send your hiring team to campus career fairs or offer to speak about your company in relevant classes or club meetings.

11. Consider passive candidate sourcing

Passive candidate sourcing can help identify individuals who are not actively seeking a job but might be open to a new opportunity. This approach often involves reaching out directly to candidates via a job board, such as Indeed, or through your professional network, and explaining why you believe they’re well-suited for the role or company.

Passive candidates may require additional information to spark their interest. When contacting these candidates, it can be beneficial to have a clear value proposition for the role and company, and to emphasize better compensation or industry recognition. If you find they are not interested, consider keeping their resume on file to contact them in the future.

FAQs about finding good employees

What role does employer branding play in finding employees?

Employer branding can influence your ability to attract strong candidates, as job seekers often assess a company’s culture, values and reputation before applying. Having a reputable employer brand can set your business apart from competitors. 

Sharing success stories, community involvement and professional development opportunities can enhance your company’s reputation and make it a preferred choice for job seekers. Partnering with marketing or communications teams can ensure your brand is consistently represented across job postings, career pages and social media channels.

What is the best time of year to post job openings to maximize visibility?

While you can recruit successfully year-round, some periods tend to attract higher applicant engagement. January and February often see increased activity as job seekers pursue new goals after the holidays, while September and October are strong months following summer transitions.

What are the benefits of using an ATS to find employees?

An applicant tracking system (ATS) can streamline your hiring workflow by organizing resumes, tracking candidates through each stage and automating communication. This can save time and help ensure top applicants aren’t overlooked in high-volume searches. Many ATS tools also offer valuable features, such as keyword screening, interview scheduling, analytics and compliance support, that help employers hire more efficiently.