Best Practices when Recruiting for Remote Locations
Remote location hiring is one of the biggest challenges a country like Canada can face from time to time. With over 90% of the Canadian Population living within 100 miles of the U.S. Border, it leaves very little number of workers for the rest of this massive country.
It can be challenging to recruit someone with skills and the desire to work in remote locations. Remember, high salary isn’t the answer to attracting and retention.
Know your Employees
Understanding what your current employees like and what keeps them there is one of the biggest method of learning what the selling points to your potential candidate might be. Knowing your employees is the secret behind employe hire and retention. The main issue is understanding candidate’s personal and professional motivation to move to a rural area.
Ria, our Healthcare recruiter has placed many candidates in rural markets, one such example was with Lakeside Pharmacy in Fort St. James, BC.
“To retain workers it is essential to identify pharmacists who would be satisfied living and working in a rural location. Involving rural communities is effective in both the recruitment and retention of professionals.” Ria Inducil.
Russ Johnson, owner of Lakeside Pharmacy cites, “Ria was able to understand our needs and the uniqueness of our remote rural location. It was important to us that we find a management pharmacist who was willing to stay in the area for a substantial amount of time but more importantly someone who would enjoy living in the area with their family.”
Understand the Local Market
Researching and understanding about the local market helps a lot with hiring, you may find potential candidates in the same city or even candidates that have lived there and you won’t even have to convince them how great the place can be.
Emphasize on Cultural Opportunity
Often times, smaller cities in rural areas have a big emphasis on local culture, theater and art. It is something that binds the town together; your potential candidate will be someone who enjoys a city with rich culture.
If there is one thing that keeps Canadian’s together it’s Hockey. Hockey is known to be one of the best recruiting and retaining strategy to retain employees.
Know your Candidate’s Career Aspirations
Every individual is different, understanding their career aspirations and personal goals can go a long way in ensuring. This builds a personal relationship and looks at candidates as humans and not just another means to an end.
This ensures that you find the right fit for the organization and the area. Remember, an attractive pay will not keep them there – recruiting is about more than finding the right skills for the job, it’s about going beyond resumes and getting to know your candidate’s motivations, dreams and desires.
Be Aware of Family Reasons
Make sure that you are aware of the support from the candidates’ immediate family. It is generally a good idea to invite, both the candidate and their spouse to get a feel for the location before commitments are made. Ria, our healthcare recruiter has made some fantastic placements in rural areas, here’s what one of our clients had to say.
“It was important to us that we find a management pharmacist who was willing to stayin the area for a substantial amount of time but more importantly someone who would enjoy living in the area with their family… Ria was able to understand our needs and the uniqueness of our remote rural location.” – Russ Johnson, Owner, Lakeside Pharmacy.
Do not make a hire just because you have been trying to fill the position for a while, hiring and rehiring is often very expensive especially when done for a rural location. This can cause a superfluous strain on the company’s finances.
We at Goldbeck Recruiting have years of experience in recruiting for remote and rural locations, click here to contact us to know more.