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Background Checks Have Changed in 2020: What’s New?

HMG Success on October 7, 2026

The background check landscaping is changing. Many states and cities are creating new rules regarding what employers can and can’t do. Failing to follow the laws typically comes with some pretty severe consequences, both legally and financially. As a result, it’s critical to keep an eye on what’s new when it comes to background checks, allowing you to ensure you handle things properly.

But staying aware of changes can be complicated. After all, not all cities, counties, and states are following the same rules. However, by remaining vigilant overall, you can be ready for tightening restrictions. If you want to know what’s changed with background checks in 2020, here’s what you need to know.

Ban-the-Box Gets Greater Traction

At least 35 states have some form of fair-hiring law, many of which apply to public and private employers. Plus, many counties and cities have also taken action, covering the topic even if their state hasn’t. Ban-the-box, a movement aimed at preventing employers from asking about a person’s criminal history on an application, has been gaining a significant amount of traction throughout the country.

The goal behind ban-the-box is to make opportunities more accessible to individuals with criminal records. Usually, the premise is that companies may be more open to these candidates after reviewing their resumes or conducting interviews. Plus, it prevents employers from having a method for tossing these applications aside based on a single ticked box.

Ban-the-box laws vary dramatically from one jurisdiction to the next. As a result, companies need to review rules in their area, including at the state, county, and city levels. That way, you can ensure you are complying with local legislation.

Additionally, even if ban-the-box laws aren’t in place in your area, removing the question from your application now could still be wise. These laws are increasingly common, so taking action now means you’ll be ahead of the curve.

Social Media Checks Increasingly Common

Many employers aren’t just using social media to promote their business; they are also using it to screen applicants. Usually, the goal is to look for red flags indicative of questionable behaviors, such as bad-mouthing former employers, making biased statements about others, or using illegal substances.

However, this landscape is increasingly complex legally. When you review a social media profile as part of a background check, you could be learning about a candidate’s affiliation with protected status. This creates liability issues as making hiring decisions based on details like gender, race, religious affiliation, age, disabilities, or sexual orientation isn’t legal.

As a result, background check companies are increasingly offering social media searches as part of their product landscape. With these options, status-oriented details are scrubbed from any reports, ensuring the employer doesn’t inadvertently learn about them. This reduces the likelihood of an FCRA or EEOC violation.

Contingent Worker Screening Takes Center Stage

As the gig economy grew, so did the scandals. Many companies that hire freelancers, contractors, or gig workers chose not to run background checks. However, some companies are now paying the price for not taking that step. For example, lawsuits against ridesharing companies that alleged the businesses failed to take care of their customers by skipping the checks are increasingly common.

Companies are now re-examining their practices when it comes to contractors and contingent workers. It’s a way of protecting themselves and their customers, making the exercise more widespread.

At The Advance Group, we understand companies’ concerns. That’s why we screen our candidates to ensure they meet your need and adhere to your company’s standards. If you’d like to learn more about our processes, the team at The Advance Group wants to hear from you. Contact us today.

 

 

Is It Time to Consider Untapped Candidate Pools?

HMG Success on October 7, 2026

The hiring landscape is challenging. Many companies struggle to find the top talent they need, mainly if it involves an in-demand skill that’s in short supply.

Usually, turning to your typical candidate pool isn’t the way to go. If it didn’t generate great results last time, there’s a decent chance it doesn’t connect with the right professionals. As a result, it may be time to look in a different direction: untapped talent pools.

If you haven’t used a candidate pool recently, you could be missing out on highly skilled professionals. After all, not every job seeker relies on the same resources. By not exploring multiple options, you aren’t going to reach as many as you otherwise could. If you don’t know where to begin, here are some options that may work for you.

Experienced Freelancers, Long-Term Temps, and Gig Workers

Many companies assume that experienced freelancers, long-term temps, and gig workers aren’t open to opportunities with their company, especially permanent jobs. However, that isn’t always the case. Some of them are undoubtedly willing to sign on with an employer, especially if they can provide similar perks they are used to experiencing, like flexible schedules and exciting projects.

Additionally, this talent pool can be an exceptional resource when you need a short-term hire. Many of these professionals adapt to new environments quickly. Plus, their skillsets can be incredibly robust, making them ideal members of a contingent workforce.

Former Employees, Interns, and Temporary Workers

Unless your company has a strict policy against rehiring, then this could be a great talent pool to tap. Your former employees, interns, and temporary workers are already familiar with your organization, increasing the odds they can hit the ground running. Plus, you know a bit about what they bring to the table, and that may let you accelerate the screening process.

Don’t just focus on past employees, interns, and temps who worked in that specific kind of position. Instead, explore their full skillsets to see if they may fit in other niches. Additionally, if they haven’t worked with you recently, look them up on LinkedIn to see where things stand today. You won’t know where their career took them until you do.

Local Staffing Agencies

Recruitment firms maintain large networks of highly skilled professionals, including coveted passive job seekers who are holding out for the right opportunity. By partnering with a local staffing agency, you can access a talent pool that may otherwise be inaccessible.

Plus, these recruitment specialists are highly skilled at finding exceptional talent based on your needs. That means, if their talent pool doesn’t have your ideal candidate, they’ll know where to look to secure the right job seekers for your open position.

If you are having trouble finding skilled candidates in your talent pool, the team at The Advance Group can help. Contact us to discuss your vacancy with one of our recruiters today and see how our services can benefit you.

 

 

4 Tips for Hiring Remote

HMG Success on October 7, 2026

The COVID-19 pandemic made traditional hiring approaches inappropriate, if not wholly impossible. As a result, companies often had to turn quickly to different methods, converting their usual process into a remote one.

Often, vetting candidates without getting together in-person is challenging. It may be harder to gauge culture fit, for example. Additionally, you can’t evaluate how the person interacts with a receptionist or any potential colleagues, as there aren’t any encounters.

However, that doesn’t mean you can’t hire successfully. If you are wondering how you can improve your processes and capture better results, here are four remote hiring tips that can help.

1. Create Instructions

Just as many companies had limited experience with remote interviewing when the COVID-19 pandemic made it the only option, the same can be said for candidates. Many professionals have only dabbled with online video conferencing, and they may not have used the same solution your company prefers at all.

Ideally, you want to make sure that candidates can present their best selves. One way to increase the odds of that happening is to create a set of instructions that can help them prepare for the experience.

Along with telling them how to download or access the client, including other helpful tips. Let them know how they can test their camera and microphone quality. Give them insights about perfecting the lighting in their interview space. Remind them to choose a quiet area that they can control.

These simple gestures improve the meeting for everyone. As a result, you’ll have an easier time evaluating the job seeker, and the candidate will have a better experience.

2. Adapt to a New Pace

Previously, not all candidates could come in for a short-notice interview. Arranging time away from the office or being able to take a phone call discretely was a common issue. At times, this led to process delays or having to bypass a candidate entirely because of the mismatch.

Today, many of those barriers aren’t an issue. Companies need to recognize this, ensuring they adjust the pace of their hiring process accordingly.

For example, make space for same- or next-day interviews. If you want to conduct quick screenings over the phone, be ready to handle that immediately if you call the candidate instead of emailing them, as they may have time right then.

Ultimately, this speeds everything up, which can be a positive. However, do recognize that not all candidates will move this quickly, so make more traditional timelines available as well.

3. Maintain Hiring Standards

Even if your hiring process is different, that doesn’t mean you should sacrifice new hire quality. Perform all of the standard vetting steps you usually would, tweaking your approach when necessary to fit the current paradigm.

Additionally, don’t just hire for today, but tomorrow as well. For example, while employees may not be communicating in-person now, they could be in the future. Make sure you find candidates that can thrive while working remotely but will also do well if there is a return to the office.

4. Showcase Your Culture

Culture fit is essential for hiring managers and candidates alike. Since this can be hard to assess during a remote interview, use other mechanisms to make it easier. Share links to your company’s social media pages. Create videos or slideshows showcasing the office. Get them in touch with their potential future teammates.

While adjusting to a remote process can be challenging, it is worth the effort. If you’d like to learn more about how you can be effective when hiring remotely, the team at The Advance Group can help. Contact us today.

 

 

Looking for the Best People? Try This!

HMG Success on October 7, 2026

In the aftermath of the COVID-19 layoffs, many companies assume that now is the time to be pickier than ever when hiring. After all, with the number of available candidates has risen dramatically, it’s easy to assume that finding a skilled professional with every one of your must-haves will be easier.

However, rigid requirements don’t always yield positive results. Finding a great new hire requires more than a laundry list of hard skills. Plus, if you go that route, you could miss out on exceptional talent simply because their experience doesn’t check all of your theoretical boxes.

Luckily, by going a different route, you can find standout candidates quickly and efficiently. If you genuinely want to land the best people, here’s what you need to try.

Narrow Down the Must-Haves

If you want to find top talent, your first step is to loosen, not tighten, your requirements. Limit your must-haves to skills that are genuinely required on day one, or that can’t be learned efficiently on-the-job, or through any training programs you may offer.

Many candidates won’t apply if they don’t have 100 percent of what you’re requesting, even if they could reasonably thrive in the role. By reducing your must-haves list, you’re more likely to receive applications from these individuals.

Focus on Potential and Mindset

Being a great employee isn’t always about experience or education. While a degree from an impressive university or a long work history may seem like a sure bet, that may not be the case.

Instead, focus on potential and mindset. When a candidate has the right core skills, is highly enthusiastic, has a positive outlook, and is willing to learn, they may have the ability to outperform a highly skilled professional set in their ways or has a negative view over the long-term.

Plus, they may be a more robust culture fit, which can be incredibly important. If an employee meshes with their team and environment, they are more likely to thrive, so that is a critical factor to examine.

Don’t Overlook Soft Skills

Soft skills make a significant difference when it comes to a new hire’s success. The ability to communicate and collaborate effectively can often trump more advanced technical expertise. Additionally, strong problem-solving and critical-thinking skills can be an incredible asset, particularly for roles that commonly encounter challenges, involve troubleshooting, or otherwise face the unexpected.

There is a wide selection of soft skills that should be viewed as vital. As a result, hiring managers may want to make these a greater priority, ensuring they get the kind of employee who can navigate the workplace with ease, building strong relationships that will serve them and the company as a whole over the long-term.

Ultimately, focusing on the areas above can substantially impact the quality of your new hires and overall success. If you’d like to learn more about recruitment best practices, the team at The Advance Group can help. Contact us today.

 

 

How to Cut Recruiting Costs (Without Losing Quality Talent!)

HMG Success on October 7, 2026

For many companies, one of the biggest challenges they face is recruitment. Finding top-tier talent without breaking the bank isn’t easy, particularly if you need to fill positions that require in-demand, hard-to-find skills.

But that doesn’t mean you can’t pull it off. By using the right approaches, you can cut recruiting costs while maintaining quality standards. If you don’t know where to begin, here are some tips that can get you on the right track.

Take Advantage of Social Media

Social media can be a recruitment asset when it’s used the right way. This means not just posting about open positions. Instead, you have to provide potential candidates with value and encourage engagement.

By posting information that can help your target candidates excel professionally or sharing information about emerging trends in your industry, you provide profile visitors with a reason to come back. Then, even if they aren’t looking for a position, they stay connected. And, when the day arrives that they are seeking new opportunities, they’ll be more inclined to turn to you.

Ask Employees for Referrals

If you’re looking for a no-cost recruitment booster, consider requesting referrals from your current workforce. Many professionals maintain large networks, and there is always a chance that they’ll know the perfect person for the role.

Additionally, make submitting referrals easy for your employees. Otherwise, the work involved may discourage them.

Finally, when you receive a referral, make the candidate experience a priority. If you lag when it comes to communication, the referred person may repeatedly reach out to the referring employee for information they don’t have. This can sour the experience for everyone involved, harming your future recruitment and referral efforts while potentially costing you a great candidate.

Focus on Retention and Upskilling

One of the easiest ways to reduce recruitment costs is not to have to recruit in the first place. If you make retention a priority, you can potentially reduce the number of vacancies you need to fill each year.

Similarly, if you invest in upskilling, your recruitment needs may also decline. You can fill skill gaps internally while giving your workforce healthy challenges that help them grow. Not only can this save your money on the recruitment front and bolster retention, but it also boosts morale and productivity, making the investment worthwhile.

Partner with The Advance Group

By working with The Advance Group, you experience a variety of benefits. Not only will recruitment take less time and energy, but the approach is also cost-effective. You’ll be able to shrink your recruitment budget without having to sacrifice quality, making it an ideal strategy for companies of all sizes who need exceptional results without breaking the bank.

If you’d like to learn more about how working with use can reduce hiring costs while giving you access to high-quality talent, the team at The Advance Group wants to hear from you. Contact us to learn more about our services and see how our commitment to quality can benefit you.

 

 

Get Past 2021’s Recruiting Challenges With These Tips

HMG Success on October 7, 2026

The new year is bringing with it a unique set of recruiting challenges. COVID-19 continues to alter the landscape and may make candidate sourcing and hiring difficult for months to come, if not longer.

Knowing how to navigate 2021’s recruiting challenges is a must. That way, your company can continue to thrive, even during these unprecedented times. If you’d like to know how you can conquer these challenges, here are some issues you may face and tips for overcoming any obstacles.

Handling Onboarding Remotely

Many companies have transitioned to a largely online hiring process. While sourcing candidates online isn’t anything new and hosting virtual interviews is often simple enough to tackle, handling onboarding remotely can be a different story.

A great onboarding process is both engaging and thorough. Figuring out how to offer that kind of experience virtually can be daunting, especially for companies that don’t have a well-defined process.

Ideally, you want to start by creating a set procedure that’s tailored to the role. Not only will this help keep your process on target, but it removes any extraneous details that don’t apply to the new hire. This can shorten the onboarding process while ensuring all critical information is covered.

You also want to have well-defined goals, articulate expectations clearly, and facilitate key introductions that help the new hire mesh with their team. This sets the incoming employee up for success, both in the short- and long-term.

Additionally, rethink traditional approaches. For instance, consider embracing a digital signature solution for as much of the new hire paperwork as possible. This will limit the number of documents you actually need to print and send to the incoming employee for a physical signature.

Finding the Right Candidates Quickly

While many companies see an increase in the number of applicants due to higher unemployment rates, that doesn’t mean they are all great matches. Since the quality of the fit has a big impact on success, companies need a way to identify the strongest candidates in the bunch.

At times, embracing the right technologies can help. With a robust applicant tracking system (ATS), you can automate initial screening processes using keyword selection and similar techniques. When you do, you’ll only be presented with candidates who are a reasonable match, ensuring everyone who clearly isn’t a fit is eliminated.

However, even that approach can still be time-consuming. After all, the remainder of the screening processes remains in your company’s hands. Luckily, there is an efficient alternative.

By partnering with The Advance Group, you gain access to candidate search allies who can expedite your hiring process. Along with sourcing exceptional candidates, our team can handle many of the initial screening processes, ensuring the job seekers you meet are genuinely great fits.

Our process is a cost-effective, quick way to fill various openings that allows you to focus on your other responsibilities. If you’d like to learn more about how we can help you overcome 2021’s recruiting challenges, the staff at The Advance Group wants to hear from you. Contact us today.

 

 

What Is a “Candidate Journey” and Is Yours Good Enough?

HMG Success on October 7, 2026

Every company that hires job seekers has a candidate journey. The candidate journey is the path that job seekers must take when they want to land one of your open positions. It involves every step in your recruitment process, starting with finding the job ad and continuing through the onboarding process.

If your candidate journey is subpar, you’ll miss out on exceptional job seekers. However, if the experience you offer exceeds expectations, you’ll elevate your employer brand, making you a more attractive option in the eyes of skilled professionals.

If you wonder why the candidate journey is so critical and how you can gauge yours, here’s what you need to know.

The Importance of the Candidate Journey

The quality of your candidate is vital to your company’s hiring success. When the recruitment process is cumbersome or confusing, many job seekers will opt to abandon the opportunity, often out of pure frustration or annoyance. Similarly, if an applicant doesn’t receive any feedback about their application, they may assume that they aren’t being pursued, causing them to move on immediately.

Often, when the candidate journey is poor, word tends to get out. Professionals often speak openly with other job seekers in their network about their experience. They may warn people away from your company or encourage them to focus their search on your competitors.

However, if your candidate journey is clear, simple, and welcoming, word will spread about that, too. This can cause your company to be viewed as an employer of choice, bolstering your recruitment efforts.

Plus, more job seekers will complete your process. That ultimately gives you access to a deeper talent pool and may make it easier to locate professionals with hard-to-find skills.

Gauging Your Candidate Journey

If you want to determine your candidate journey’s quality, there are a few approaches that can work. First, if your applicant tracking system (ATS) can identify abandoned applications, that’s a great place to start. It lets you know how many candidates begin to apply but ultimately walk away, providing you with insights about how your application process is viewed.

Second, you can discuss the journey with applicants and new hires. They’ve personally experienced your candidate journey and can give you feedback about what it was like.

Finally, you can always put together a team of employees to examine the experience. You could create a sample job opening and ask them to apply, taking notes about the process and how they perceive it. This gives you another source of information and, if you use employees from a variety of departments and job levels, could be particularly enlightening.

How to Improve Your Candidate Journey

Enhancing your candidate journey doesn’t have to be a challenge. Ideally, focus on streamlining and simplifying.

For example, remove any redundancies, like asking for a resume and requiring all candidates to fill out blanks in an application. Limit the number of essay questions you use in the application or consider eliminating them from that stage entirely.

It’s wise to find opportunities to automate basic communication, as well. For example, an email stating that the application was received is a good starting point. Next, follow-up with a second one when the resume is reviewed, letting the candidate know if they are moving forward.

Beyond that, transition to personalized messages. Since the pool of candidates heading to the interview phase tends to be smaller, reach out to them as individuals to coordinate interviews and provide further updates.

Even those small changes can make a big difference. If you’d like to learn more about how you can boost your candidate journey, the team at The Advance Group can help. Contact us today.

 

 

Job Seekers Are Looking for Something Else Post-COVID. Do You Offer It?

HMG Success on October 7, 2026

COVID-19 didn’t just fundamentally alter the business landscape; it also changed employee expectations about work. In a post-COVID world, job seekers have new priorities when they are considering a new employer. And if you don’t offer what candidates are hoping to find, you may be missing out on top talent.

Luckily, much of what today’s job seekers are searching for isn’t difficult to offer or showcase in your job ads. If you aren’t sure you’re bringing the right stuff to the table, here’s a look at what candidates want to find in a post-COVID landscape.

Flexibility

Many professionals have personally experienced working from home due to the pandemic. Shelter-in-place orders during the early days of COVID-19 made heading to the office, not an option, so companies had to adapt and embrace telecommuting to maintain operations.

As a result, professionals understand the benefits that come with working remotely, and many won’t be interested in abandoning the arrangement entirely. While they will become increasingly open to returning to offices part of the time, there’s a good chance top talent will favor employers that give them some degree of flexibility. This could include anything from alternative work schedules to allowing them to work from home at least on occasion.

To put it simply, if you aren’t offering any flexible arrangements, you may have trouble securing the candidates you need. That means adding flexible options may no longer be optional for companies seeking to get their hands on leading candidates.

Autonomy

Flexibility isn’t the only thing professionals got a taste of during the pandemic; they also had a larger degree of autonomy. Managers had to give their teams greater ownership over their tasks as their employees began working from home as there was simply no way to exude a substantial amount of control.

Since many top performers don’t require much oversight to thrive, the increase in autonomy was often highly appreciated. It allowed them to focus on results and solve their own problems, something they will likely look for in future employers.

Security

Security can be a bit of an ambiguous term, as it may mean different things to each candidate. However, it is increasingly becoming a priority for many, mainly because of the uncertainty COVID-19 created.

Offering candidates a sense of security can come in many forms. Comprehensive sick leave programs can be one approach, ensuring your employees have protections if they or a family member fall ill. Telecommuting options can be another, as they provide mechanisms that can keep your team working even if new shelter-in-place orders emerge, decreasing the odds they’ll find themselves suddenly unemployed.

Ideally, companies who want to offer security need to reflect on the concerns professionals have at this time. That way, they can find opportunities to address them, ensuring they can provide a sense of security to new hires.

Ultimately, COVID-19 has changed candidate expectations. If your company is looking to hire, aligning your offerings with those expectations is essential, ensuring you can position your organization as an employer of choice today and into the future.

If you’d like to learn more about securing top talent, the team at The Advance Group can help. Contact us today.

 

 

Why Does Hiring Take SO LONG?

HMG Success on October 7, 2026

When you need a new employee, dawdling isn’t typically on the table. However, even if you’re incredibly motivated, that doesn’t mean your hiring process will go quickly.

It can often seem like finding the ideal candidate is closer to a marathon than a sprint, regardless of whether you’re acting with a sense of urgency. But by figuring out what’s causing the delay, you can speed it up.

If you’re wondering why hiring takes so long and what you can do to speed up the process, here’s a look at what can cause slowdowns and what you can do about them.

Looking for a Unicorn

While you certainly want to find the right candidate for the job, seeking perfection isn’t always a smart move. If you have a laundry list of requirements and won’t end your search until you find someone who has it all, your hiring process may lag on for months or even years.

Instead of searching for a unicorn candidate, focus on finding someone with potential. Begin by cutting down your must-haves list, leaving only skills that are genuinely needed on day one. Next, consider candidates who have most of what you want but are also enthusiastic and willing to learn.

In many cases, that type of job seeker has the ability to thrive if you give them a little guidance. You can mold them into the ideal employee instead of simply waiting for a candidate to show up who may not exist.

Too Many Applicants

Getting a lot of applicants can be a good thing, as it broadens your talent pool. However, it also means you have to screen each candidate, determining which ones are a reasonable match, something that can take time and energy.

Now, it is possible to streamline this part of your process. Using an applicant tracking system (ATS) with resume parsing capabilities, you can automate the initial screening. The ATS can skim resumes for critical keywords and rank the applicants, allowing you to immediately remove poorer fits from contention and focus on those who seem like the best match.

Poorly Structured and Scheduled Processes

For hiring to be efficient, it needs to be properly structured and scheduled. For example, by planning your interview questions, you can ensure that critical topics are covered with every applicant. Plus, you can use it to create a scoring mechanism, allowing you to compare candidates fairly.

Additionally, scheduling certain parts of the process to co-occur can expedite hiring. You may want to conduct reference checks while background checks are running, for instance, to speed up the entire process.

Ineffective Recruiting

Not finding any strong candidates can cause hiring processes to get stalled right at the beginning. At times, your recruitment methods might be to blame, particularly if you’re relying on techniques that were established years ago.

If you want to speed up hiring, you need to diversify your recruitment. Along with using your company’s careers page and major job boards, advertise positions on social media. You may also want to try niche job boards or connect with local colleges, universities, and professional groups.

Partnering with a recruitment agency is also an excellent choice. You’ll get access to recruitment experts, an established and pre-screened talent pool, and a reliable process that can speed up hiring.

If you need to quickly find a high-quality new hire, the team at The Advance Group can help. Contact us today.

 

 

Job Applicant Priorities Have Changed. Here’s How to Keep Up!

HMG Success on October 7, 2026

Due to the pandemic, expectations about employment have shifted. Professionals have new priorities, causing them to favor different kinds of opportunities than they did previously.

By adapting to these shifts in candidate sentiment, you can increase your odds of connecting with top talent. If you aren’t sure where to begin, here are some tips that can help you address these emerging priorities.

Offer the Right Benefits

The pandemic put a spotlight on certain benefits, particularly medical insurance, and sick leave. Today’s job seekers are looking for options that make caring for their health easier, ensuring they have the right coverage and leave options should they fall ill.

However, other benefits have also become priorities. Flexible schedules, work-life balance benefits, wellness initiatives, and similar options are also highly sought, particularly among those who qualify as top talent.

Adopt a Safety-First Mindset

How an employer acted during the pandemic matters to job seekers today. Many of them now favor companies with a safety-first mindset, as they feel those employers are better equipped to keep them healthy.

Along with stating that safety is a priority, make sure to discuss any programs that help you ensure the health of your teams. For example, if the company provides PPE, make that clear. You can also highlight safety committees, training, and other strategies your organization uses to address concerns and ensure everyone is aware of best practices.

Embrace Remote Work

The pandemic gave many professionals a chance to experience life as remote employees. While not all professionals intend to telecommute long-term, many have found value in the arrangement. As a result, they prefer employers who support remote work arrangements, either on a full- or part-time basis.

If a position can feasibly be handled at least part of the time remotely, consider creating a policy that addresses that arrangement. Then, share those details openly, ensuring job seekers are aware of what’s available.

Offer Contract Positions

Since the job market is very competitive, many professionals are open to alternative options, including contract positions. Companies with a short-term need for an in-demand skill set should consider this an opportunity, as it may make it easier to access the kind of professionals they need for special projects.

Plus, if you could potentially use those skills long-term, you can use a contract role as a form of a working interview. You can see how the candidate meshes with your environment and performs in the position before extending a formal offer of permanent employment. That way, you can ensure it’s a great fit before you move forward.

Ultimately, job seeker priorities have changed, altering the recruitment landscape. By addressing the points above, you can make your company a more attractive option, ensuring that you can connect with the high-quality candidates your organization needs to thrive.

If you’d like to learn more about how to attract the best and brightest job applicants, the team at The Advance Group wants to hear from you. Contact us today.

 

 

3 Ways to Make Your Company Attractive to Future Employees

HMG Success on October 7, 2026

Today, professionals have an increasing number of choices when it comes to employers. Along with local opportunities, the rise of remote work has broken geographical barriers, allowing those with the right skills to work for companies all across the country from the comfort of their own home.

Plus, candidates are doing an increasing amount of research before applying for jobs. They are digging much deeper than just reading job ads, also spending time reading employee reviews, assessing the company on social media, and more.

As a result, employers need to do more to catch the attention of top talent than ever before. If you aren’t sure where to begin, here are three ways to make your company attractive to future employees.

1. Cultivate Your Employer Brand Strategically

Your employer brand is a reflection of what you have to offer your workforce. It’s a public presentation that highlights key differentiators, allowing candidates to get a fuller understanding of why you’re a better option than your competitors.

Ideally, companies need to work to develop their employer brand strategically. This includes everything from defining your company mission and values, honing your brand voice, and engaging with candidates to enhance their experience.

With a strong employer brand, you’ll do more than attract more candidates; you’ll also connect with job seekers that align better with your needs and culture. This improves the quality of your talent pool, ensuring it’s brimming with right-fit professionals at all times.

2. Encourage Ambassadorship

Overall, candidates are more likely to trust information when it comes from an individual instead of the company. That means your current workforce is a recruitment asset.

By encouraging your employees to become ambassadors for your company, you can reach job seekers who may otherwise bypass your opportunities. Along with tapping their own networks, they can reach out to or connect with enticing prospects, increasing the size of your talent pool.

In some cases, you may need to offer training to help your employees function as ambassadors. Additionally, you may want to launch an official referral program, giving them a place to point candidates who may be ideal for an open position.

3. Keep an Eye on Your Reputation

Social media platforms, sites like Glassdoor, and a slew of other online destinations make it easy for current and past employees to share their thoughts about working for a company. Since the information is readily available, many job seekers read those reviews when deciding whether to apply for a position. If you aren’t keeping an eye on your reputation on sites like those, and what’s being shared doesn’t show your company in a positive light, you may be missing out on talent.

While you may not be able to get reviews removed, you can typically respond to them. Thoughtful, public replies not only show that you’re willing to listen to criticism but that you’re also open to engaging in a transparent dialog. That can go a long way toward preserving your reputation.

Ultimately, all three of the tips above can make your company more attractive to candidates. If you’d like to learn more about how you can achieve recruitment success, the staff at The Advance Group can help. Contact us today.

 

 

2021’s Top Job Seeker Motivations

HMG Success on October 7, 2026

While there is now a light at the end of the tunnel, the impact of the pandemic will be ongoing. It fundamentally altered candidate expectations and job seeker priorities in many cases, causing them to favor a different kind of employer in 2021.

By understanding their top motivations, you can adjust your recruitment approach and employee experience accordingly. In turn, you’ll have an easier time with both recruitment and retention, allowing you to access and keep exceptional talent.

If you aren’t sure where to begin, here is a look at the top job seeker motivations in 2021.

Competitive Salaries

During 2020, there was a lot of financial uncertainty. Both professionals and companies were impacted, creating a unique climate that hasn’t existed for several years, if not longer. Job losses were common, and employers had to forgo promotions and raises to maintain operations.

Today, that situation is calming. As a result, professionals have new expectations when it comes to salaries. While they may have been open to bypassing a salary increase during the height of the pandemic, that mentality isn’t as present today. As a result, companies that want to hire genuine top performers need to bring enough to the table, ensuring they meet or exceed what’s available through competitors.

Job Security

With the widespread unemployment caused by the pandemic, many professionals reevaluated their careers. Industries that were once viewed as incredibly stable suddenly weren’t, while some other unexpected fields thrived.

Professionals are now more aware of the importance of job security than ever before. In some cases, this leads them to pivot into new fields or industries to find additional stability. At times, it means focusing on companies that weathered the storm best, or that can offer something to offset a perceived risk, like career coaching and job placement support if layoffs occur.

However, it can also cause many candidates to put renewed emphasis on transparency. If they remain in a riskier industry, knowing that their employer will be open and honest as the situation unfolds provides them with value.

Ultimately, companies need to consider how they can offer a form of job security. Additionally, they need to seize opportunities to highlight what they bring to the table in this area, making them a more enticing option for job seekers.

Work-Life Balance

During the pandemic, many professionals began working from home for the first time, and a decent portion have become enamored with the paradigm. It became a critical tool for work-life balance, allowing them to navigate various personal challenges while remaining productive.

Many professionals are going to favor employers who have something similar to offer. Whether it’s the ability to telecommute at least part of the time, flexible schedules, or anything else that provides a degree of agility, companies that bring it to the table will get more attention.

In the end, companies need to understand the top job seeker motivations of today, enabling them to make adjustments to attract the best candidates. If you’d like to learn more about how to recruit successfully in 2021, the team at The Advance Group wants to hear from you. Contact us today.

 

 

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