Recruiting talent in small towns or rural areas can pose unique challenges.
The limited population and lower salaries compared to larger cities often make it harder to attract qualified candidates. However, with the right strategies, you can improve your recruitment efforts and successfully attract the talent your business needs. In this article, we will explore five tips to enhance your regional recruitment and increase your chances of attracting candidates in small towns.
- Embrace Remote Working: If finding the required skill set locally is challenging, consider adopting remote working options. Remote work is increasingly popular, especially in sectors like IT. Evaluate whether your organisation can effectively manage remote employees and consider widening your search to include candidates outside your immediate area. Remote work can attract highly qualified professionals who may prefer its flexibility and work-life balance.
- Highlight the Benefits of Relocating: If local recruitment falls short, consider promoting your roles as opportunities for relocation. These may include a lower cost of living, a closer-knit community, a healthier work-life balance, and access to natural surroundings and recreational activities. Showcase these perks through compelling storytelling, testimonials from current employees, and engaging visual content to capture the attention of potential candidates.
- Facilitate Regional Relocation for Employees: Supporting your employees’ decision to relocate to a regional area can be a compelling incentive. Consider offering relocation assistance to help ease the financial burden and encourage individuals to move. There are programs available, such as the regional skills relocation grant offered by Business NSW, which aims to assist businesses in identified industries to attract skilled and specialised employees from metropolitan areas, interstate, or even internationally to regional locations, specifically in regional NSW. By leveraging such programs, you can provide valuable support to employees and make moving to a regional area more appealing. For more information, see: https://business.gov.au/grants-and-programs/Regional-Skills-Relocation-Grant-NSW
- Tailor Compensation and Benefits Packages: To entice candidates to relocate to regional or rural areas, consider tailoring your compensation and benefits packages to suit their needs and the unique cost-of-living factors of these areas. Offer competitive salaries aligned with the local market rates and consider incorporating additional benefits such as housing assistance, relocation packages, and flexible work arrangements. Highlight the long-term career growth and advancement opportunities within your organisation to showcase the value of working in these locations.
- Engage with Local Networks: Tap into local professional networks, industry associations, and business communities in regional and rural areas. Attend relevant events, participate in conferences, and establish a visible presence in these networks. Building relationships and engaging with local professionals can create opportunities for collaboration, knowledge sharing, and attracting talent from within these communities.
While attracting talent to rural and regional towns may present unique challenges, implementing the right strategies can significantly enhance your recruitment efforts. Leverage regional networks and local job boards, establish a strong employee referral program, promote the benefits of relocating, embrace remote working, and focus on improving your brand reputation. By implementing these tips, you can attract talented individuals to contribute to your organisation’s growth, regardless of location.
Did you know Standard Candle HR is an LGP Approved Contractor on the HR panel for HR and related services? Are you an NSW regional organisation council needing recruitment support attracting qualified candidates; call us now at 1300 620 100 for a free complimentary chat with one of our HR experts.