How to Find Quality Candidates in a Booming Economy

With unemployment rates below 5%, finding the right candidates is a challenge companies face in every industry. As your CAM business experts, we’re here to help you take the next steps to build your team (and maybe even find your next employee of the month.)

Perfect the Posting

Employers must actively participate in the recruiting process in order to get results, starting with a job posting that passes muster. Put your best foot forward by taking the time and effort to craft a post that is accurately representative of the position, your company, and your company culture.

Be sure to include:

  • Position description: Summarize the day-to-day tasks that an employee in this position would be responsible for completing. Be specific.
  • Position requirements: Be open and straightforward about the education, work experience, and skill sets you are looking for in an ideal candidate.
  • Benefits: Some companies aren’t open to sharing salary estimates on job posts, but all companies should be outlining the benefits of an open position. This can include insurance benefits and vacation time, as well as other nice-to-haves such as bonus programs, tuition reimbursement, remote work flexibility, or a great company culture.
  • Details on the application process: Don’t keep applicants guessing on what happens next. Be sure to include all of the necessary steps that will happen between clicking “submit” to signing an offer.

Share Your HR Stories

You’ll likely be searching for candidates on more than one hiring platform. If a job board allows you to add photos, videos, or any brand customization, be sure to take advantage of the opportunity! A little extra effort customizing your listing will pay off in the long run. Remember, most candidates will be applying to multiple, sometimes dozens of different companies. Anything you can do to stick out in the mind of a potential candidate is worthwhile!

If you read this post  you know it’s important to have a mission statement. Your mission statement will come in handy when hiring and sharing your story. Talented employees are looking to work at companies that align with their values, and every business has a story to tell. Take some time to share what makes your CAM business unique, and be sure to reiterate your company values during the interview process.

Stay Social

Don’t limit your posting to job boards alone, reach thousands of quality candidates by  advertise your open positions on your company’s social media accounts. With around 70% percent of americans using social media  –  it’s a no brainer that the technology can help you get the right people in the door.


Try this: Encourage your employees to join in on the fun and post open opportunities on their own social media profiles such as LinkedIn or Facebook. Incentive-based employee advocacy programs can yield great results for your hiring team. Plus, talent knows talent! It’s very likely that your current employees have a network of like-minded, successful colleagues from various jobs and educational pursuits.

A little preparation goes a long way when it comes to hiring new talent. And remember, hiring doesn’t stop when the candidate accepts a position! Be sure to nurture new hires with effective on-boarding and communication. A positive candidate experience is crucial for future referrals!

CAM Branding 101: Master Your Mission Statement

Whether we’re talking about the framing  of your house or the framing of the Mona Lisa – carpenters and artists alike would agree that framing is essential. This is especially true in the age of the internet – where you don’t always control how or when clients, vendors, or residents “experience” your CAM business.

If you think of your company’s taglines, logos, and other elements as the framework of your brand – it’s easy to see how they support the bigger picture that is your business. They tell your customer what to expect, and when experience matches expectation, you win a repeat customer. If your company’s messaging could use an overhaul, start with the support system. Start with the frame. Goal: Create a statement that speaks to both your employees and your customers (bonus: come up with a decent tagline)

To get started, answer the most important question: “Why do you do what you do?”

Now more than ever, your customers care about what you care about. 

In 2019 – as individuals and companies alike face more transparency than ever before, customers care about your values.  Consider two studies:

  • A 2018 Cone/Porter study shows that 77% of consumers “feel a stronger connection to purpose-driven companies over traditional companies”. 
  • A 2018 study by Bright Local shows 86% of consumers read reviews for local businesses (including 95% of people ages 18-34) 

FACT: in 2019, more people care about your values and more people are comparing you against your competitors online. 

This doesn’t mean you need to suddenly donate half your revenue to charity. It just means your customers care about your purpose beyond profit – and that can mean anything from simply improving your community to innovating your industry.  

Thinking about where you see your brand now and in the future becomes infinitely easier if you start with your “why”. Why do you do what you do? Call it a mission statement, a vision statement, or a manifesto – it doesn’t really matter (and it doesn’t have to be rocket science!) Just think of it as a simple statement of your beliefs, your values, and how they influence the way you operate your business.  

It’s important to understand this isn’t just some vague intellectual exercise. Your goal should be to come up with something you’d be comfortable hanging over every employee’s workspace.

So, Where do you begin? Mission Statement, Vision Statement, or ‘brand Manifesto’?


The Mission Statement

Your mission statement is how you tell your customers what you do, who you do it for, and why. It’s the nuts and bolts of your message. This is important – but it’s also more concrete, more straightforward, more grounded in reality than your vision statement. A mission statement is less flexible than a vision statement, but it can certainly change – because as your company grows, so too can its objectives and goals.

Looking for a great mission statement example? TED has a fairly straightforward and traditional approach.

The Vision Statement

vision statement is where you tell your employees (and customers) where you’re going

It’s not a roadmap, but your dream. When Steve Jobs envisioned the future of Apple Computer, he envisioned a future where computers are an essential part of the home. He didn’t lay out a concrete roadmap to make it so. Similarly, your vision statement should answer, “Where do you want to go?”

The Brand “Manifesto’

Despite the somewhat silly name, a brand manifesto recognizes there’s no one-size fits all solution to convey the who, what, why, and how behind your business.

When classic advice like “keep it to 3-5 lines” just doesn’t cut it, don’t be afraid to come up with something that fits you. Sometimes, working with some constraints can help. Other times, you need the freedom to really tell your own story.