transparency glass ball

Pay Transparency in Job Postings – What You Need to Know

By Dan Darabaris


In an effort to address pay equity, lawmakers are taking action. Many state and local jurisdictions are passing pay transparency laws to try and close the pay gaps based on race and gender. The latest such law was just signed by Illinois’ Governor Pritzker. Broadly, these laws require employers to disclose compensation and pay range information. 

The scope of the laws, however, vary by jurisdiction. Some laws go beyond pay disclosure and include job description and record keeping requirements. Others prohibit employers from asking about salary history. To whom the law applies also varies.

For example, in New York, employers with at least four employees must disclose the compensation or range of compensation in any advertisement for a job, promotion, or transfer opportunity. Additionally, they must also disclose the job description, if there is one. Plus, employers must keep records that show the job description and compensation range history for each job opportunity. This applies to both in-person and remote jobs if the person performing the remote job reports to someone in New York state. 

New York City has its own pay transparency law, that requires covered employers in the city to list the minimum and maximum salaries or hourly wages, which were determined in good faith at the time of the job posting, for all advertised job, promotion, and job transfer opportunities if the positions can or will be performed – at least in part – within the city. The city council recently introduced a bill that would expand the law even further to also include a job description and description of non-wage compensation, such as bonuses, benefits, stocks, bonds, options, and equity ownership.

California’s pay transparency law applies to employers with 15 or more employees. They must post a pay scale in an open job advertisement. If the positions could ever be filled in California, either remotely or in person, the pay transparency law applies. 

Jurisdictions with Pay Transparency Laws

With enactments on the rise, businesses need to be aware of any pay transparency laws in their state or city so they can ensure compliance and avoid penalties and investigations. Below is a list of jurisdictions with such laws (as of 9-1-23).








New York

Rhode Island



New York City, NY

Jersey City, New Jersey

Ithaca, NY

Westchester County, NY

Cincinnati, OH

Toledo, OH

How Pay Transparency Laws Benefit Employers

When I broach this topic with my clients, many raise concerns that the compensation disclosure requirements may place them at a recruiting disadvantage. This may be true, but the laws also come with some benefits:

  • Knowing what your competitors are paying can help you be more competitive when it comes to compensation
  • Including pay information may help you attract more qualified applicants
  • Applicants may view you as more transparent, increasing interest in your company
  • Disclosing pay up front may streamline your application process by weeding out disinterested applicants


Wondering how evolving pay transparency laws impact your business and how to stay compliant? Our team of HR consultants can help. Schedule your free consultation.

leadership burnout - head on fire

Signs of Leadership Burnout

By Kimberly Kafafian


Our client had a top performing manager that slowly stopped performing well. She was letting deadlines slip, not followed through on serious customer issues, and she wasn’t effectively managing her team (which in turn caused stress on her team, which stressed her out further). As their fractional Chief People Officer, I approached the CEO about what I was seeing. Upon deeper discussion with the CEO, we realized the disengagement and performance issues we were seeing from this great manager were signs of burnout. Burnout continues to be a real challenge for organizations. While it may have reached its height during the pandemic, this physical and mental health issue continues to plague companies today. Just ask Google –  how to prevent “employee” burnout is still trending. Although I’m glad that leadership recognizes and wants to tackle the problem, I remind my clients that burnout can affect all members of the workforce, especially those in leadership roles. In fact, according to Microsoft’s Work Trend Index, 53% of managers report they are burned out at work. So, I like to devise strategies to identify and prevent burnout across all levels of the organization, including those in managerial and C-suite positions. 

Leadership Burnout Is Bad for Business 

Leaders are expected to handle anything that comes their way, remain positive, and guide the ship forward. The pressure they are put under, especially in a tumultuous economy, can be overwhelming. The constant stressors leaders experience can start to take a serious physical and emotional toll. And when that happens, not only may the ship go off course, it can start to sink!

So, it’s important to proactively recognize the causes of leadership burnout, know the symptoms to look out for, and develop strategies to prevent it.

Causes of Leadership Burnout

There is no singular reason why leaders get burned out; it is different for each person. There are, however, some common causes:

  • Extremely heavy workload
  • Too much multitasking
  • Unrealistic expectations from superiors, team members, partners, and investors
  • Feelings of isolation
  • Lack of support to execute duties
  • Work-life imbalance

Those in higher levels of the organization should assess how their actions, inactions, or corporate policies are contributing to any of these causes, and if so, take action to address them.

Lookout for These Burnout Signs in Leaders

Just as the causes of burnout vary from person to person, so do the signs. I advise my clients to pay attention for:

  • Mistakes
  • Decreases in productivity
  • Missed meetings and deadlines
  • Irritability
  • Negativity
  • Inability to focus
  • Exhaustion
  • Insomnia
  • Physical ailments (headaches, stomach aches)
  • Failure to return calls or emails
  • Brain fog
  • Reduced enthusiasm or motivation
  • Moodiness

Of course, these all could be symptoms of other issues, but it is important to note any red flags. 

Strategies to Prevent Leadership Burnout

Once you’re aware of the signs, it’s time to take action. Here are some suggestions on how leaders can take steps to prevent burning out:

Prioritize self-care. Just as you would put a meeting on the schedule, set aside time to recharge. Take breaks, make sure you get enough sleep, and make time to do things you enjoy. 

Delegate. You can’t do everything yourself – even if you want to! Thoughtfully assign tasks, which will empower your team to take on more responsibilities.

Don’t Overcommit. You can’t be accessible and responsive all of the time. Set boundaries and stick to them. Of course emergencies will arise; I’m talking about the day to day stuff.

Don’t Be Afraid to Ask for Help. When your ship starts taking on water, you can’t handle it on your own. You have teams and colleagues for a reason. Reach out and ask for assistance when you need it.

And remember, happy and healthy leaders benefit the organization overall.

Need assistance with developing policies to address leadership burnout? Our HR team can help. Call to schedule a consultation.

employee retention on a post it note

Top Talent Retention Strategy: Train Management to Monitor Employee Satisfaction

By Nicole Martin


How satisfied are your employees with their jobs? If you don’t know, you’re in danger of losing them.

The key to retaining top talent is making sure they are happy. You might be thinking to yourself, “Well, they haven’t complained . . .” Don’t be lulled into a false sense of security. Just because your workers haven’t come to you with concerns or don’t appear disgruntled doesn’t mean that they like their jobs. Their staying quiet could actually be a red flag, as they might not feel comfortable enough, or care enough, to approach you. 

Because silence doesn’t equal approval, and the estimated cost of employee turnover is 33% of employee annualized salary, it’s important that management know how to monitor employee satisfaction.  As the talent management leader at Monarch HR Consulting, I routinely help organizations devise employee satisfaction measurement strategies. Below are a few of the tools I like to use.

Tools for Monitoring Employee Satisfaction 

Human Observation

This may sound simple, but human observation can be a powerful way to monitor satisfaction. Is your talent enthusiastic when they come into the workplace? Do they appear to be motivated to do their tasks? Do they engage with other team members? Are they meeting deadlines? Are they producing quality work? Do they ask for more challenging assignments? How often are they absent? The answers to these questions will give you insight into whether your talent are content in their roles.


A well-organized anonymous survey, whether it’s a longer annual survey or a short pulse questionnaire, can help you gauge employee satisfaction. The questions should focus on culture, benefits, career development, job satisfaction, communication, teamwork, engagement, and performance. Make sure the questions are easy to understand and answer.

Employee Net Promoter Score (eNPS)

The eNPS helps management determine how employees feel about the company based on one single question: “On a scale of 0-10, how likely are you to recommend this company’s products and services to others?” A 9 or 10 indicates the employee is a promoter. 7 or 8 indicates that they are passive, meaning they don’t feel strongly one way or the other. 0 to 6 refers to detractors, i.e., those who are not happy with their job and are likely to jump ship.

Employee Satisfaction Index (ESI)

The ESI is a great tool for measuring the contentment of talent. It is a survey that asks a series of questions with answers ranking on a scale, usually between 1 and 10. You use a formula to calculate the ESI percentage. Below is a common baseline:

  • 80-100: Very high satisfaction
  • 70-79: High satisfaction
  • 60-69: Acceptable satisfaction
  • 50-60: Low satisfaction
  • 0-50: Very low satisfaction 

Regular Meetings

Although not anonymous, a one-on-one meeting can provide valuable feedback and data – if you ask the right questions. This gives talent the opportunity to raise any issues and concerns, as well as management the ability to tap into how the employee feels about their performance, career development goals, workload, obstacles, tasks, job expectations, and more.

Suggestion Boxes

Many employees have something to say, but don’t want management to know it is they who are saying it. A suggestion box allows your workforce to anonymously share their thoughts and opinions in a safe setting.

artificial intelligence

AI Has Made Reskilling Inevitable 

 By Nicole Martin


AI is infiltrating our lives at an unprecedented speed. Its easy access and powerful capabilities have both employees and leaders questioning if AI will actually lead to job obsolescence, replacements, and layoffs. Such possibilities are supported by outcomes of past technological advances. Just look at how online shopping devastated physical retail stores, or the way self checkouts are systematically eliminating cashier positions. The concern is real. So how will this new, evolving technology actually affect the workforce?

According to a recent IBM study, AI is directly impacting business models, as companies utilize the technology to perform specific tasks. Executives feel, however, that the shift in businesses and their workforce is not necessarily for the worse. 87% believe that employees are more likely to be augmented than replaced by generative AI – but this doesn’t mean that all positions are safe. Based on the survey:

  • 97% of executives think employees in procurement are more likely to be augmented than replaced
  • 93% for employees in risk and compliance
  • 93% for finance
  • 77% for customer service
  • 73% for marketing

As AI takes on more manual and repetitive tasks, the skills gap grows, making employee reskilling inevitable. The executives surveyed estimate that 40% of workers will have to reskill in the next three years because of AI. 

Human resources will be integral in addressing the implementation of AI. As the Talent Management leader at Monarch HR Consulting, I’m already helping our clients assess their current operating models and processes to determine where AI makes sense, train talent to utilize it, address how the technology will result in a workforce shift, and more. 

AI is definitely expanding the role of human resources. Moving forward, HR teams will need to:

  • Prepare the workforce for the implementation of AI by training them on how to use it, moving people into new roles, creating new roles, or reskilling
  • Communicate with workers to find out how AI can make their jobs easier
  • Identify the needed roles and skills for the future of the organization considering where AI fits in
  • Assess the ethical use of AI for tasks and how to mitigate any downsides
  • Create processes for AI regulation and compliance, and train employees on that compliance

Interestingly enough, AI can help HR teams execute these tasks, as well as streamline recruiting, employee engagement, and employee development initiatives.  

AI is part of the new workplace. Organizations and their workforces will need to embrace it and leverage it if they want to compete and stay relevant. 

pay structure with coins and people figures

How to Design a Pay Structure

By Kimberly Kafafian


Did you know there is a systematic way to analyze your employee compensation packages? If not, now is the time to invest in developing a formal pay structure; the right pay structure can make all the difference in the success of your company. A methodically devised pay structure considers more than compensation; it reflects a strategic approach to talent acquisition, motivation and retention – all of which impact success and long-term viability. 

I spent the first 15-years of my HR career designing and calibrating pay structures so they remained market sensitive – meaning that as the marketplace ebbs and flows, so does the cost of labor. In designing a pay framework that aligns with industry standards, job roles, and individual contributions, organizations are better positioned to attract and retain top talent, foster a culture of fairness and transparency, and enhance employee engagement and morale, which in turn boosts productivity, and growth. 

Key Steps for Designing a Pay Structure

Understand Your Goals and Values

The very first step is to identify your overall compensation policy. Do you want to lead or meet the market in terms of compensation? If you want to be a leader who attracts and retains the very best talent to drive the optimal results, you will need to offer a more competitive compensation package. Your answer sets the strategy for your pay structure.

Conduct a Job Analysis

Next, analyze every job role in your organization, noting:

  • Responsibilities
  • Relation, and importance, to other roles
  • Necessary qualifications
  • Skills needed to perform the job

Create Job Groups

Now review the culled job role data and group roles into related families, i.e., administrative, technical, creative, management, executive, etc..

Rank Job Roles

After you have created the groups, rank the jobs within each group. You can use a more informal hierarchy approach based on the value/worth of the role compared to other roles in the group, or, you can use a point factor approach that allocates points for the skills, effort, and working conditions for each role.

Do Your Research

To run a successful organization, you need to offer a competitive pay structure if you want to attract and motivate your workers. Research the salaries your competitors are paying for similar job roles. You can purchase salary data and utilize market surveys, as well as gather info from the U.S. Bureau of Labor Statistics.

Create Pay Grades and Salary Ranges. 

Now you are ready to design the actual pay structure. Using the salary data you gathered, create pay grades and salary ranges for each job role. Pay grade refers to the level of compensation for workers in a certain position or similar jobs, while salary range reflects the minimum and maximum pay for an employee. Keep in mind that the typical salary range is 30% to 40%. 

By following the above steps, you will have designed compensation numbers that are more in line with your goals and the competition. While designing a pay structure is an in-depth process, the long and short-term benefits are well worth the investment. Note that your pay structure should be fluid, so regularly review it to make sure it’s still aligned with market trends and employee expectations. 

As HR specialists with a pulse on the market, we can help you effectively design a pay structure to help you attract and retain the talent you need to succeed. Schedule a free consultation.

magnet attracting top talent

How to Attract the Best Talent for Your Company

By Nicole Martin


The applications are coming in. The resumes look promising. But when interviewing candidates, you’re just not finding the right fit. As Monarch’s Head of Talent Management, I hear this a lot from our clients, along with similar complaints that although the interviews went well, the new hires are not living up to expectations. While there is no magic wand you can wave to find the right workers, I like to think I work some magic in helping clients attract and retain the best talent for their companies. Here’s a peek at some of the strategies that make my initiatives so successful. 

8 Elements for Effective Talent Acquisition

Attracting top talent is a talent in itself, and in my case one formed from trial and error, along with the advice from some great mentors. From identifying needs to writing the job description to building the right culture, every little detail of an employment recruitment strategy must be nuanced. If you’re to find talented workers who are going to stand the test of time, then you need to put the time into developing and implementing an effective strategy. I’ve found that a successful hiring process includes the elements outlined below.


Everything starts with having the right culture. It can make all the difference in whether someone even takes the time to apply to your company. Invest in learning what workers in your industry are looking for in an employer and build those things into your company’s culture, which today typically includes:

  • Feeling appreciated, valued, recognized, and celebrated
  • Flexibility in where and when you work
  • Perks like free lunches or a day off on your birthday

Adding comments and testimonials from employees to your website can help candidates get a feel for what it’s like to work for your company.


Now more than ever, you need to build a reputation as a company for which people WANT to work. Task HR, PR and marketing teams with spreading the word by working together on brand awareness. The goal is to generate buzz to make candidates excited to apply to your organization. 

Job Fulfillment

People want to work where they feel like they are making a difference, that their efforts matter and are contributing to something greater. So, it’s important to create a workplace where voices are heard, contributions are celebrated, and workers understand the roles they play in achieving results. 

Career Progression

Professional development is a talent lead magnet. Candidates want to know that the company offers opportunities, as well as guidance, for growth. Providing education, training, upskilling and re-skilling opportunities is an attractive selling point for your organization because it lets potential hires know that you are committed to helping them progress in their careers. 


To find the right fit, you must first identify exactly what it is you are looking for in an employee. Determine your current and future talent gaps. Be precise in your expectations, hard skills, soft skills, experience, background, and desirable candidate aspirations. 

Detailed Description

Now, take all of the elements above and write a robust job description. Fully explain the job responsibilities, required qualifications, preferred qualifications, and benefits. Be sure to also include information about what makes your culture unique, your company’s key strengths, and what you can offer a candidate. Think of this as your sales pitch – you want to attract and persuade top talent to apply. And please don’t forget to make the description legally compliant! 

Advertising Channels

Once you have the job description finalized, consider where you want to post it. Of course, it should be on the careers section of your website, as well as the relevant job posting sites for your industry and the position. Be sure to share that you’re hiring on your social media channels as well. 

The Candidate Experience

Now that you have your foundation in place, follow through by creating a superior candidate experience. By this, I mean how candidates feel about your company once they have experienced your hiring process. Here are some tips on how to improve it:

  • Make it easy for candidates to apply by streamlining your application process
  • Communicate with candidates during each step of the process, including receipt of the application
  • Be clear about what candidates can expect from in-person/virtual interviews
  • Make sure the interviewer is prepared for the interview, gives their full attention, and develops a good interpersonal relationship with the candidate
  • Let candidates know you are no longer considering them as soon as you can do so
  • Maintain connections with those candidates you may consider for future positions

Hopefully the above tips will help you develop a hiring process that will help your company attract the best talent possible.

Employee Rights in Workplace Investigations

By Kimberly Kafafian


It’s usually not a matter of if, but rather when, you’ll receive a workplace complaint. In fact, over the last six months, my company has seen a significant uptick in requests to conduct workplace investigations. These investigations are typically prompted by an employee’s concern over the behaviors of others, such as harassment or discrimination. Investigations are also launched by a company due to a violation of company policies or laws, or other action that could affect workplace safety and security. As an unbiased third-party, a trained Monarch employee will review the complaint, and collect evidence and facts to determine if any actions are necessary, including termination. 

While conducting the investigation, we may interview employees and ask them to provide us with documentation such as emails, texts, or statements. We may also review records, logs, surveillance videos, etc. While our scope may be broad, we do not have free rein. Employees have rights, and we must adhere to them as we investigate.

Rights Employees Have During an HR Investigation

A workplace investigation is just that, an investigation. It is not a legal proceeding, so the right to due process does not apply. Although as part of their employment, employees are expected to cooperate with investigations, provide any documents or information requested, and be honest, they do have the following rights:

The Right to Decline to Answer Questions

Employees cannot be compelled to provide answers to questions. They may refuse to answer at any time. But invoking the right to not answer can have consequences. If the employee signed an employment contract that requires them to cooperate and answer questions, the employer can terminate the employee for not cooperating. Additionally, if the investigation is related to a criminal act, the employer can contact law enforcement who may continue the investigation themselves.

The Right to Refuse to Sign Something

Employees do not have to sign anything during a workplace investigation, even if they are asked to do so by their employer or the investigator. For example, the investigator may ask the employee to sign a document acknowledging their participation in the investigation and/or that they agree to cooperate. While the employer can ask them to do so, it cannot compel them to. They are free to refuse.

The Right to Privacy

Employers must respect an employee’s right to privacy. They cannot record phone calls or interviews in violation of state wiretapping laws or search through a cell phone without consent. Typically, some privacy rights are waived by signing an employee contract or handbook, which frequently provide employers access to review work emails, monitor computer usage, and search belongings brought onto the workplace. 

It is important to note that being a part of an investigation is a protected activity. When I conduct an investigation, I always review the following with the person I am speaking with: 

  • Retaliation for making a report of misconduct or harassment is forbidden by the company.
  • You must immediately advise either me or your human resources department of any perceived retaliation or of further incidents of misconduct or harassment.
  • I need to inform you that all types of retaliation are forbidden, including: demoting, transferring, or dismissing you or any employee involved in this investigation.

Conducting a workplace investigation is best left to the professionals who understand the types of actions that can and cannot be taken. If you violate an employee’s rights, you open the organization up to a lawsuit. 

Need assistance with an investigation? Our HR team can help. Call to schedule a consultation.


Employee Productivity vs Hours Worked

By Kimberly Kafafian


If you want to boost your employees’ productivity, you might want to consider cutting back on the number of hours they work. At least that’s what the takeaway is from a new study by the non-profit organization 4 Day Week Global.  

The organization’s research shows that workers can get as much work done in a 33-hour week as in 38 hours. How is that possible? By working more efficiently. It appears that employees who work four days vs five are making changes in how they work as opposed to speeding up and cramming the same work into a shorter time period – with better results! 

In addition to the enhanced productivity, companies also saw:

  • Revenue increase by 15% over the course of the trial
  • Boost in attracting new employees
  • Reduction in the number of employees considering leaving their jobs

100% of the companies who were part of this pilot program are definitely planning or leaning towards continuing their four day week. Now, that’s quite a testament!

While this study produced amazing results, I recognize that not every business is open to the concept of, or able to segue into, a four day work week. I am sharing these results mainly to draw attention to the fact that productivity and hours worked are not synonymous. Business owners, leaders, and managers should not conflate the quality with the quantity of work.

Productivity Is the Real Measure

The pandemic brought a shift in when we work and how we work. Rather than be a strict taskmaster tracking the exact number of hours clocked, leadership should be focusing on the output. Hours just measure how long someone worked, while productivity measures how well they worked, which is more directly correlated to the bottom line. 

Assessing Productivity vs Hours

Analyzing the differences between employee productivity and the set hours worked can help leadership get a full picture of the connection and reassess productivity goals. Why? Because working more hours doesn’t necessarily produce greater output; in fact, as the study reveals it may even reduce it. By conducting such an assessment, you might find that you should be leveraging different tools or software to help your workforce maximize efficiency, or that your workforce is taking a significant amount of sick days around intense work periods. 

When you focus on maximizing productivity rather than time worked, you can boost morale, reduce burnout, and increase retention – and that’s a win for everyone. 


does a small business need hr search query

Does a Small Business Need HR?

By Dan Darabaris


As a small business owner, you’re probably used to wearing many hats and juggling various responsibilities – manager, sales, bookkeeper, etc. If you’re handling HR activities as well, you may want to rethink your strategy of doing it all on your own. While it may seem like an unnecessary expense for a small business, having a human resources professional on your team helps to foster growth, ensure compliance, and nurture a positive work environment that can help you attract and retain the right employees to boost productivity and profits. If you are concerned about the cost, hiring a full-time HR pro may not be necessary for a small business. You can outsource all of your HR needs or simply retain a professional on an as-needed project basis

Why Small Businesses Need HR Help and How It Can Contribute to Long-Term Success


Talent Acquisition and Retention

Attracting and retaining the right workforce is critical for any business, regardless of its size. HR professionals have the skills to develop recruitment strategies, conduct interviews, and assess candidates to find the right fit for your company’s needs. Plus, they can create comprehensive onboarding processes to bolster employee engagement and satisfaction, increasing the likelihood of retaining those workers long term.

Compliance with Employment Laws

Are you knowledgeable on all the compliance requirements your business must adhere to? Navigating employment laws can be daunting, especially for small business owners who probably don’t have an HR or legal background. HR professionals stay up to date on the ever-evolving labor laws, ensuring that your business remains compliant in areas such as hiring, payroll, employment contracts, workplace safety, fair compensation, and even filing requirements. Having them on your team can minimize costly fines and potential legal actions.

Employee Training, Development, and Performance Management

Investing in the growth and development of your employees is essential for building a successful business. HR professionals can design training programs, devise career development offerings, provide guidance on career advancement opportunities, and oversee performance reviews. By having an HR pro help foster a culture of continuous learning, you can improve employee productivity, engagement, and overall performance.

Employee Relations and Conflict Resolution

No matter how happy your workplace may be, conflicts and disputes may arise. HR professionals are trained to objectively mediate conflicts, address grievances, conduct investigation, and promote effective communication among employees. A neutral HR professional can help you maintain a positive work environment and prevent potential disruptions that could impact your business’s bottom line.

Policy Development and Implementation

Having clear policies and procedures in place is important for ensuring consistency and fairness. HR professionals can develop employee handbooks that outline guidelines for expected behavior, attendance, vacation time, leave policies, personal internet use, performance assessments, consequences for violating policies, and more. They also play a key role in implementing such policies and ensuring that they are effectively communicated to all of your employees.

Benefits Administration and Employee Well-Being

Happy and healthy employees are vital to a business’s success. HR professionals can design and administer employee benefits packages, such as health insurance, retirement plans, and wellness programs. They can also develop well-being initiatives that focus on work-life balance and mental health. 

Although a small business may have limited resources, investing in HR support yields valuable short and long term benefits. By outsourcing HR functions, business owners can spend more time on building their business, trust they are compliant with employment laws, and create a more positive work environment to drive overall organizational success.

The right level of HR engagement is YOUR choice to make.

From on-demand to year-long support, Monarch helps manage your people, reduce your administrative workload, and free up time so you can focus on business success.

Call or email us to arrange a complimentary consult.

line of job applicants

8 Hiring Strategies for Small Businesses

By Dan Darabaris


In today’s employment landscape, it’s getting more difficult for small businesses to find the right mix of talent. Taking the time to invest in devising an effective hiring strategy is key to attracting the workers you need for your company to thrive and grow. Here are eight strategies to help you capture job seekers’ attention, make a good first impression, and hire the top candidates.

1. Build a Strong Brand

Today’s job seekers are doing their research. Before they apply, they’re assessing your company’s reputation. Do you have a great culture? Offer opportunities for advancement? Have a purpose candidates can identify with? Building a strong brand is crucial for attracting top talent. Your brand should be highlighted on your website and social media platforms, as well as promoted in your messaging. Leverage your unique selling points, such as an entrepreneurial work culture, opportunities for growth, and the chance to make a meaningful impact to create a positive employer image. Share employee testimonials to give candidates a glimpse into your organization’s culture and values.

2. Create Compelling Job Descriptions

An attention-grabbing job description is a key hiring strategy. The description should have a title that catches the eye, followed by a summary that excites job seekers about the position. Be sure to include the responsibilities and the soft/hard skills you are seeking, but don’t just stop there. Promote your company’s culture and selling points. The goal is to make sure candidates have a clear understanding of the role and why they should apply to work with your company.

3. Explore Diverse Channels

Cast a wide net when it comes to advertising your openings. Job boards and matching/hiring platforms like Indeed, ZipRecruiter, Glassdoor, and LinkedIn are top channels, but you should also expand your visibility. Share postings with your social media networks, including LinkedIn, as they might know someone who is a good fit. Engage with community organizations, attend job fairs, and build relationships with colleges. Take part in networking events and join industry-specific associations. Leveraging all of these channels can help small businesses tap into a broader talent pool.

4. Scan Resumes Posted Online

Simply enter a job title or a skill along with a city and state or a zip code, and let online resume sites send you a list of potential candidates. You can filter the results by experience, education level, skills, and more, and even set up an alert when the candidates meet your set criteria.

5. Start an Employee Referral Program

If you have a great team in place, tap into them as a hiring resource. Successful people usually surround themselves with those with similar traits. Set up an employee referral program to expand your pool of qualified prospects by encouraging your employees to spread the word about your openings.  

6. Stand Out With Sponsored Postings

To get noticed in a crowded space, consider paid job postings. These posts appear more often in the search results, plus you typically receive a list of candidates whose qualifications match what you are looking for.

7. Streamline Your Application Process

If you’ve ever applied for a job online, you know some applications can make you want to hit the back button! Ensure candidates can easily apply for positions by simplifying and streamlining your application process. And always acknowledge the receipt of applications to maintain a positive candidate experience and keep them engaged in your hiring process.

8. Conduct Behavioral Interviews

One of the best ways to assess a candidate’s fit for the job is to conduct a behavioral interview. Ask questions that allow the candidate to share specific examples of their skills, problem-solving abilities, and teamwork experiences. These types of questions will give you insight into how they handle real-life situations and their decision-making capabilities, which will help you assess how they fit within your organization.


Hopefully these hiring strategies will help your small business attract the right candidates for your open positions.


The right level of HR engagement is YOUR choice to make.

From on-demand to year-long support, Monarch helps manage your people, reduce your administrative workload, and free up time so you can focus on business success.

Call or email us to arrange a complimentary consult.