Recruiting industry
PROTECTED CONTENT
If you’re a current subscriber, log in below. If you would like to subscribe, please click the subscribe tab above.
Username and Password Help
Please enter your email and we will send you a password reset link.
Bridging the Divide
Chuck Bradley
When recruiting industry to rural counties, we must focus on identifying local needs, promoting the community’s unique assets, creating appealing job listings that highlight quality of life benefits, engaging with local organizations, leveraging technology, and being transparent about the rural environment while offering potential incentives to attract businesses.
Do your market research and local needs assessment: Conduct thorough research to understand the specific needs and potential industries that could thrive in the rural area, utilizing local resources and natural advantages.
Include community engagement: Actively participate in local events, collaborate with community leaders and showcase the positive aspects of living in the rural area to potential businesses.
Compelling job postings: Craft job descriptions that highlight competitive compensation, benefits and the quality of life in the rural community, using language that resonates with potential candidates.
Highlight unique selling points: Showcase the rural area’s unique features like low cost of living, access to outdoor activities, close-knit community, and potential for business growth.
Leverage technology: Utilize online job boards, social media platforms and digital marketing tools to reach a wider pool of potential candidates and businesses.
Develop partnerships with educational institutions: Collaborate with local colleges and your trade schools to connect with skilled workforce and potential entrepreneurs. Identify skills gaps in the local workforce and work with educational institutions to provide training programs that align with industry needs.
Include all incentive programs: Consider offering tax breaks, infrastructure support, or other incentives to attract businesses to the area.
Be completely transparent and communication: Be open and honest about the challenges of living in a rural area, including potential limitations in amenities and access to services.
Focus on local talent: Identify and support local entrepreneurs and businesses with potential for growth, providing them with resources and mentorship.
Build your own employer brand: Create a positive reputation for the rural community as a desirable place to work and live, highlighting success stories of businesses already established there.
Have a sound infrastructure development plan: Assess the existing infrastructure, including transportation, broadband internet and healthcare facilities, and identify areas where improvements are needed to attract businesses.
Emphasis sustainability and environmental factors: Highlight the environmental benefits of operating in a rural area and consider sustainable business practices.
Many of these details must be set in place before you ever receive your first site visit. Always remember that recruiting industry is considered to be a highly competitive market on a global scale. You are not just competing with a neighboring county or city; often times competition is international.
Please send your questions or comments to bradleychuck92@gmail.com.
