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1. Create a Hiring Strategy Review past practices and avoid those that haven't worked and em- brace again those that have. Consider what information is necessary on your application form and what recruiting channels should be utilized. Conduct a staff meeting for input on whom to look for and where to look for them. 2. Craft an Inspired Job Description is step is imperative if you are having difficulty attracting can- didates, according to the employment agency Yoh, which advises using keyword-rich titles and descriptions to make the position more visible online. And don't forget to highlight the unique aspect of your company's culture. e perfect match for your vacancy may not be actively looking for work, so you need to grab his or her attention. 3. Understand What You Have to Offer Attracting the best talent for a position doesn't necessarily require offering the highest salary. Small businesses should focus on other ways to attract employees, including learning opportunities, work- hour flexibility and convenience. 4. Embrace the Candidate Experience Making a good impression on a potential employee is vital. Communicate directly during the interview process with thoughtful questions and be respectful of a candidate's time. Keep interviewees informed about the latest developments, including your decision to put the position "on hold," or if they have advanced to next stage of the process. Candidates with bad interview experiences are not shy about sharing their thoughts about companies on social media. 5. Focus on Soft Skills and Always Be Recruiting HR experts suggest "so skills" such as emotional intelligence, in- tegrity/ethics and teamwork are attributes that potential employee will have or won't have. It's much harder to teach someone how to work effectively than how to use your point-of-sale (POS) system. Additionally, creating a talent database to tap into as needed is crucial. If can be built numerous ways, including by keeping your social media accounts active and providing insight on what it's like to work in your business. at may help can turn passive, potential new hires into fans who want to join your organization. n 16 • Footwear Insight ~ July/August 2022 footwearinsight.com RETAIL A ccording to the founder of Trakstar, a Seattle-based integrated talent management platform, small business owners are oen so busy that establishing a process for hiring new personnel is oen a last priority that causes them to miss a "rockstar candidate" due to trying to get interviews done quickly. Human resource experts offer all types of advice on what should be considered and adapted in the hiring process to land the right candidates for growing the top line of your small business and, perhaps, take it in a new direction with fresh enthusiasm and perspective. Here are five hiring tips to consider in today's marketplace where recruiting the "right candidate" most oen requires a combination of art and science and a myriad of skills to engage him or her. 5 Tips from HR Experts Hiring Advice