How to Recruit Entry-Level Employees in a Changing Job Market

My friend Sue recently asked me to help her attract qualified job applicants for her business.

She had plenty of entry-level openings for factory jobs. But she couldn’t fill them. 

She used tactics that worked in the past. They didn’t work any more. 

She turned to four recruiting agencies to show her how to recruit entry-level employees in a changing job market. The agencies didn’t help. 

Finally, she called me to root out the problem and offer solutions. 

Here are three suggestions I offered Sue. If you’re struggling with how to recruit entry-level employees, these suggestions will help you, too: 

#1 — Pay a Competitive Wage

In a historically competitive job market, you have to pay more than you used to. Sue wasn’t paying enough so she couldn’t fill her openings.

Entry-level employees have lots of options. They can drive for Uber or deliver groceries. They can work at the next factory over. Some stay home. Demand for entry-level employees is high. 

To attract qualified applicants, you have to pay a competitive wage. Last year’s wage may have been competitive then. It isn’t competitive now. 

#2 — Vary Wages for Varying Work

Sue runs three shifts at her factory. Most employees prefer the daytime shift. Most hate the overnight shift. 

But Sue doesn’t reward employees who work the dreaded overnight shift. She pays the same wage for all the shifts. 

Your business may not offer three separate shifts. But the principle is the same. 

Prospects in a competitive job market ask, “Will you make this job worth my while?” 

You have to do more to attract and keep good employees. In Sue’s case, that meant paying more for the late-night shift.

#3 — Improve Working Conditions

When I visited Sue’s factory, it was hot and muggy as a Florida swamp. Fans weren’t running. Employees were uncomfortable. 

In a competitive job market, you can’t attract and retain employees with bad working conditions. You have to woo them with great working conditions and benefits. 

Sue didn’t hear this from the other recruiting agencies. Those agencies probably knew she wouldn’t like the news.

She didn’t like hearing it from me. The steps I suggested would cost a lot, she complained. 

My reply: If you can’t attract and retain entry-level employees, it will cost you more. How will you fill orders? How will you keep customers happy? How will you generate revenue?

If you want a competitive edge, you need to know how to recruit entry-level employees. 

The hard truth: It’s not as easy as it used to be. 

But with the right guidance, you can do it. 

And if you do it, if you are the one attracting and retaining employees, you will have an edge in a competitive market. You will fill those orders. You will keep customers happy. You will generate revenue. 

That’s worth the investment. 

We know how to recruit entry-level employees…

…and we can help you do it. 

Give us 30 minutes to share how our recruiting and screening process will give you the right candidate, the first time.


Chuck Vogel