We’ve all worked with a myriad of coworkers — some who are positive and proactive, and others who are just there to collect a paycheck. If you’re a manager or business owner, you know the importance of hiring someone who exceeds expectations and fits the company culture. But before hiring, you should strive to attract honest, genuine, positive, hardworking and passionate people. These people do exist, but can sometimes be hard to find.

Salary or financial compensation is a big motivator for people looking for a job. However, intriguing perks and benefits can go a long way in attracting interest of applicants, leading to the application — and acceptance — of a position.

We spoke with Jill Fries, human resources consultant for Gallagher, to learn what ATA members can do to attract high-quality employees — even if they’re on a tight budget. Gallagher is a MyATA service provider who can offer advice and solutions to help ATA members address day-to-day and long-term human resource needs.

 

List the Position in Reputable Places

If you want high-quality employees, you should post the position in high-quality places. Fries said to fully understand the job you’re hiring for and what type of employee you want. Then, post the position where this population of people visit, whether online or in person. For example, you might use online job sites such as LinkedIn for office positions and Indeed.com for retail and warehouse positions. If you hope to hire local assistance, post the position on your website, social platforms and community job boards. You can also ask current employees to share the position by word of mouth with interested friends and family members. If you want to fill a part-time job, consider working with nearby colleges and trade schools. Also, check to see if your state has a job board on its unemployment website. If so, listing the position there can help you cast a wider net.

 

Promote Your Fun Work Environment

People want to work somewhere enjoyable. If your company has a bad reputation among employees and customers, vow to fix it. If people tend to love the atmosphere in your archery shop, mention that your workplace environment is positive, upbeat, laid-back and fun. In the job interview, take time to elaborate and share what you do to create a rewarding employee experience. Do you recognize personal achievements, have a company softball team, go out for happy hour, or celebrate employee birthdays? Whatever your company culture, highlight those attributes to potential candidates.

 

Be Flexible

If you want to hire someone passionate and knowledgeable about archery and bowhunting, you must be flexible because your busy season likely aligns with their favorite time of year. Have a flexible work schedule and agree to work with employees to find an ideal work/life balance. If possible, allow them to take time off during the busy season or ask them to hunt mornings and work evenings, or vice versa. You should support their passion without overworking them and eliminating their desire to shoot or hunt.

 

Offer Comparable Benefits

Ensure your benefits package is comparable to that of other companies in the area. Many businesses offer their employees insurance, paid holidays, sick leave, paid time off and 401K options. Fries said it’s important to include benefits in a job posting. You don’t have to provide specifics; simply list the benefits you offer that will encourage candidates to apply.

Work with your MyATA service providers to create packages that appeal to potential employees. For example, Handford Financial Strategies provides comprehensive retirement and financial planning strategies for business owners and their staff. At the same time, LIG Health offers affordable health insurance options for ATA members, their families, and their businesses/employees. The program options include life, major medical, short-term policies, vision and dental plans, critical care coverage, and several different supplemental health options. View all MyATA service providers at www.archerytrade.org/myata-service-providers.

 

Define the Perks

Compile a list of perks you can offer potential employees. For example, retail pro shops might allow employees to use the shooting range, bow press or other equipment for free on their own time. Retailers and manufacturers could gift extra merchandise or bonus products to employees from time to time. Or you could even create an incentive program where employees earn discounts or bonuses if they meet sales goals or earn positive customer reviews. Be creative and identify perks that your employees would want and appreciate.

Allow Growth Opportunities

Inform potential employees that they’ll be challenged with new tasks and, therefore, opportunities to accept new responsibilities and advance their career. Fries said many people welcome change and look for ways to develop and move forward. Giving employees something to work toward, like a promotion or increase in pay, might motivate them to work harder and remain loyal to your company.

Another way to provide growth opportunities is to invest in your employees. Consider paying for them to get certified in CPR or first aid or as an archery instructor. Providing ongoing educational opportunities makes employees feel valued and appreciated.

 

Listen and Support Their Ideas

Reassure potential employees that you’re open to feedback. Create an open-door policy and encourage employees to talk to you. If they know they have an open invitation, they’ll more often bring ideas, questions or concerns to you. You want them to feel comfortable sharing ideas, providing feedback and making product recommendations. Listen, discuss, acknowledge and incorporate, if appropriate, their ideas, feedback and suggestions at your workplace.

 

Final Thoughts

Thinking through these ideas can help you attract high-quality candidates. Don’t inadvertently turn off potential applicants by haphazardly throwing together a job description and slapping it on any bulletin board you can find.

Do your due diligence when searching for the right person. Fries suggests you not hire the first person who comes along because they meet the basic requirements. Instead, sort through your applicant list and select your top candidates. Then, conduct an interview, allow them to meet current employees, contact their references, and get a feel for their personality, interests and attitude.

The Gallagher team can provide and help ATA members create job postings, interview questions and sample position descriptions. For more information, email them at gbs.myata-hr@ajg.com.