5 Tips for Professional Services Companies to Win at Recruiting in a Competitive Market

In today’s employee-driven market, professional services firms find themselves competing for talent—especially highly-sought after candidates with both niche job skills and “soft” skills like professionalism, communication, leadership, and collaboration.

In addition to recruiting challenges, many companies are wrestling with higher than average employee turnover. So, how do you retain your valued team members and set yourself up for success in recruiting today, and down the line?

Watch our webinar to learn more recruiting tips from G&A's experts.

G&A Partners’ Eleesha Martin, director of Recruitment Process Outsourcing, offers these five tips to help your professional services organization find, hire, and keep top talent.

1. Find out what’s important to current employees and job seekers.

    Meet potential hires where they are. When considering a new position, candidates want to know what’s in it for them — whether that’s competitive compensation and benefits, new technology, clear career development paths, or a flexible work schedule. To help get honest feedback on how to improve your offerings, consider sending out anonymous surveys to current employees and leadership.

    2. Define your Employee Value Proposition (EVP).

      Can you clearly communicate what makes your business and your company culture unique? To stand apart from the crowd, it’s important to showcase what differentiates your company, and defining your EVP is a first step.

      An EVP should include information related to tangible rewards such as wages, bonuses, and benefits, job opportunities, the employees, the organization and any other information that will provide insight for potential candidates to consider when deciding if they should work for your company.

      If you haven’t already, define your own EVP, and communicate it internally and externally to help attract and retain top talent.

      3. Showcase your brand.

        What the larger community knows about your business is likely what potential job candidates know about you, too. Be sure to put your best foot forward by clearly communicating your company values, mission statement, culture, and community involvement via your website, social media channels, job postings, and throughout the recruitment process.

        4. Stay up to date on employment trends.

          Work/life balance continues to be the top candidate expectation, followed by career advancement and higher compensation. Stay on top of employment trends by offering current and prospective team members a work/life balance that fits your organizational needs and culture—such as a remote or hybrid work environment, access to modern technology, and more.

          5. Update job descriptions and postings.

            As employment trends and employee expectations have evolved, job descriptions and postings have evolved right along with them. In addition to the basics—a clear and accurate summary of day-to-day job duties—make sure your benefits and perks are highlighted. And consider revising job descriptions to outline planned growth paths for each role in the organization. More and more job postings are also now including a wage or salary range—and in some states, it’s even required. Either way, applicants are coming to expect it. The bottom line? Be clear, open, and honest. And utilize this recruiting tool to show candidates what makes you different.

            Ready to supercharge your recruiting but lack the time or internal resources? Learn how G&A’s Recruitment Process Outsourcing (RPO) team can help improve your recruiting efforts and attract top talent to your professional services company.


            The Business Owner's Guide to Retaining Top Talent

            In the guide, you will find information on how to:

            • Find and hire the right candidates
            • Engage employees from day one with dynamic onboarding
            • Build a competitive compensation and benefits package
            • Develop, implement, and utilize employee surveys
            • Meet your employees’ professional growth needs
            • Strengthen your culture and diversity efforts