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There’s no doubt that going outside of your travel plaza to attract new hires with great skills and fresh ideas is essential for growth. But isn’t it time you began cultivating and “home-growing” your own talent? When you focus on attracting entry-level hires that are eager to learn the ropes and ambitious about possible advancement opportunities, you’re leveraging a tactic that will set you apart from your competitors and significantly grow your company’s talent pool.

According to a report from iCIMS, recruitment marketing to potential job candidates is said to be the latest and greatest hiring mechanism. By utilizing the vast online space, HR recruiters can open their candidate pool to a community not reachable in the past. iCIMS notes that candidates are now considered “consumers,” and 86 percent of HR professionals believe that recruitment marketing is a useful way to attract and discover the best people for roles within their company.

When we’re ordering a product or checking out a new hot spot, if the website isn’t up to par, we’re most likely going to bail. It’s not rocket science: Let us down in the first few quick clicks around a URL and it’ll be nearly impossible to win us back.

The same goes for employees exploring new companies and opportunities. If your website lacks information, appeal, personality, and purpose, what do you think he or she will assume about the career paths there?

Step back from your own website for a moment and let’s assess if it’s actually one that’s applicant-friendly, or if it’s doing your hiring efforts more harm than good.

Here’s what you really need to attract top-notch employees to help your business grow:

Exuding confidence about your company’s status as “employee-friendly” and actually making sure it’s perceived that way are two very separate things. What sense is it to put so much effort into creating the ultimate workplace if you’re not leveraging it to your team-building advantage?

If you’re so certain that you offer your employees an experience that competitor companies don’t, here are six things to consider emphasizing in your job listings, the careers section on your website, your LinkedIn company profile, and other content that’s geared toward job seekers. Or, to be put it bluntly – six helpful tips on what, exactly, you should be flaunting…

If you haven’t been impressed with the caliber of job candidates that have been inquiring about your jobs, the first thing you should do is evaluate your job postings. If you don’t believe it, just try scrolling through a job board and reading some of the generic, boring, and uninspiring listings that are out there. It’s not easy to spot the ones that you’d apply to versus those that sound awful.

To do some job description soul searching, start by making sure your listings don’t fall into the following categories.

If you’re using the same tired questions at every job interview, it may be time to mix it up a bit – and find out more than you ever thought possible about a potential applicant!

A retail customer wants to be appreciated for his patronage and tended to quickly. And a potential employee wants to be acknowledged for his effort and what he has to offer. If you want to start your working relationship on the right foot, don’t allow job applicants and interviewees to fall into a black hole while you hem and haw over your hiring decision. Here’s how to make your future workers happy from the start.