How to find Employees

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We know it can be hard to find top talent, especially as remote work becomes more and more popular. To make life easier, we’ve put together this guide on how to find employees.

There are several hurdles to get over, especially because there are so many different places to advertise your job openings. If you’re having trouble optimizing your online job postings, keep reading this article for 6 ways for how to find employees.

How to Find Employees

  1. Utilize Online Job Boards
  2. Don’t fixate on Check Lists
  3. Attend Hiring Fairs
  4. Build a data base of long term relationships
  5. Give bonuses for referrals
  6. Build Brand Awareness

  • Utilize Online Job Boards 

There are so many sites that claim to help with recruiting, but we took a look at each of them and think Zip Recruiter is your best bet. ZipRecruiter is an amazing platform that helps do some of the recruiting legwork for you so you can focus your energy on running your business. 

The best part is, Zip Recruiter not only saves you the stress of doing all of the recruiting on your own–screening resumes, sorting through candidates, and finding technical and behavioral skills to match the opening you’re hiring for–but streamlining each of these processes can substantially reduce your cost of recruiting because you no longer have to hire a full human resources staff to do these tasks for you.

If you’re wondering if ZipRecruiter is the most ideal option for you, check our review here!


  • Don’t Fixate on Checklists

Each employee must be able to perform your job’s function or be able to learn it really quickly. However, finding someone who has done the same job at a different company is sometimes impossible, especially in niche positions. Ditch the checklist and instead hone in on characteristics like attention to detail and ability to pick up new skills quickly. This way you open up your applicant pool and make sure each candidate can handle the challenging tasks that will be thrown at them on the job. 

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How to find Employees

  • Attend University and Continuing-Professional Hiring Fairs 

Although recruiting in platforms like Zip Recruiter where you can increase exposure potential is still the most valuable option, old-fashioned job fairs can be a great way to recruit top talent and expand the scope of potential employees. You can give a lasting impression of what it’s like to work at your company. Depending on the type of employee you require, there are several types of jobs fairs. These range from fairs for seasoned professionals to fairs for college graduates who are just starting out. If you’re looking to take a class of new hires, university fairs can be great places to get top candidates. Fairs can also be segmented by industry focus. Whatever the niche of your fair may be, they can be great ways to meet prospective applicants. As well as this, fairs give you an opportunity to make an in-person impression and show who you are as a company, what your values are, and how great of a culture you have. 


  • Build a Database of Long Term Relationships

Building a database of employees that are potential fits is a great way to ensure you know how to find employees whenever you need them. This means keeping strong ties with potential fits, including people who have interviewed with your company in the past. Building a database of potential fits can be really helpful because people who previously interviewed for an opening at your firm may still be interested in working with you. Better yet, revisit people who got far in your interview process but ended up not getting hired. This way you know they’re serious about your company. And hey, maybe they picked up some new skills since the last time around.


  • Give Bonuses For Referrals

Referrals–i.e. warm introductions from colleagues or current employees–can really help you find a cultural fit. And your employees will be happy to give them if you reward them for their additional work and networking. Especially if you’re looking to fill a niche role that requires a specific professional background, referrals can be great ways to get serious candidates in your applicant pipeline. Turning to your current employees and asking them to share job openings with their professional networks can be a great way to start. This also allows you to have a more holistic understanding of your candidates because an employee can personally attest to their strengths and weaknesses. 


  • Build Brand Awareness

Brand awareness can be built several ways, but one of the most streamlined is through social media. A strong presence on social media can extend your reach and help you retain top applicants. It’s also a way to give applicants a sneak peak at your company culture and what it’s like to work with your team in and outside of the office. Posting events like company contests, volunteering days, or company bonding trips can really help you showcase your company culture. Cultural fit is second only to a candidate’s ability to perform the day to day functions of their job, and developing a social media presence is a great way to ensure each new employee is on board with your culture and will work to enhance it. 

We know the question of how to find employees is a hard one to answer. Sorting through candidates to find the one who can not only perform well professionally but also fits your unique culture is a challenge! We also know these 6 tips can be incredibly effective, especially when implemented in unison with one another. Best of luck in your search!