15 April 2024

Finding skilled professionals in regional areas can be challenging, but with the right strategies, you can successfully attract top talent to your business. Whether you’re looking for psychologists, healthcare professionals, or other key team members, here are six tips to help you find and retain talent in regional locations.

1. Review the Needs of Your Team

Before beginning your search, take a step back and review the current structure and needs of your team. You may find opportunities to upskill existing staff or hire someone who can be trained up for the role.

• Assess Current Skills and Gaps: Identify strengths and weaknesses within your team. It may be possible to upskill current team members to take on new responsibilities or bridge existing gaps.
• Internal Training: If finding highly experienced professionals is difficult, consider hiring someone with the right attitude and basic qualifications who can be trained and developed to suit your specific needs.
• Flexible Roles: Consider whether you can create a more flexible role that combines different functions, making it more appealing and easier to fill.
• Temporary Solutions: If you’re struggling to fill a specific role, explore temporary or contract-based solutions while continuing the search for a permanent hire.

A Real-Life Example:
Recently, a regional business was struggling to find the right fit for their team. They initially thought they needed an administration team member but after reviewing the team’s needs, it became clear they actually needed someone with both accounts and administration skills. Additionally, they realised they needed a manual for getting the work done more efficiently. Once they clarified the role, tweakign the advertisement, it became much easier to find the right candidate who could not only handle both accounts and admin tasks but also follow the clear guidelines outlined in the manual. This adjustment streamlined the hiring process and led to a successful hire.

2. Leverage Local Networks, Community Connections, and Suppliers

In regional areas, strong community ties and relationships with local suppliers can be one of your greatest assets. Use your local network to spread the word about job openings, and don’t forget to tap into the relationships you’ve built with local businesses and suppliers. 

• Connect with Local Suppliers: Don’t overlook your relationships with local suppliers and service providers. They often have valuable connections and may know someone who’s looking for work or who fits the role you’re trying to fill.
   
• Local Community Groups: Advertise your job openings through local community organisations, sports clubs, or social groups. Word-of-mouth referrals are powerful in smaller communities.
• Partner with Local Schools and Colleges: Engage with educational institutions and training centres. Many graduates prefer to stay in their local areas after finishing their studies, and partnering with schools could help you find fresh talent.

A Real-Life Example:
In regional areas, especially within trades and construction, word of mouth plays a huge role in networking. For instance, tradies and builders often have strong networks with each other and local suppliers. A quick phone call within their community can lead to great outcomes. When someone in the network is looking for a team member or an extra pair of hands, it’s common for them to reach out directly to others they’ve worked with before, knowing that people are willing to help each other out. This type of direct communication can lead to finding the right person for the job much faster than traditional recruitment methods.
 

3. Advertise the Lifestyle Benefits of Regional Living

Professionals might be hesitant to move to a regional area without understanding the advantages. Highlight the unique benefits of living and working in a regional setting.

• Promote Work-Life Balance: Regional locations often offer a quieter, less stressful lifestyle, with shorter commutes and access to natural beauty. Emphasise how the role will provide a balanced, fulfilling lifestyle.
   
• Showcase the Community: Many professionals are attracted to the sense of community in regional areas. Include testimonials from existing employees about how they enjoy being part of a close-knit community.

A Real-Life Example:
A small healthcare clinic in a regional town was struggling to find skilled professionals. They shifted their recruitment strategy by focusing on the lifestyle benefits the region offered. By promoting the work-life balance and showcasing the area’s natural beauty, affordable housing, and close-knit community, they were able to attract professionals from more urban areas who were looking for a change of pace. Highlighting stories from current employees who enjoyed the local community helped convince new hires that regional living had a lot to offer beyond just a job.  Facebook Groups can we be really powerful here.
 

4. Offer Flexible Working Conditions

In regional areas, strong community ties and relationships with local suppliers can be one of your greatest assets. Use your local network to spread the word about job openings, and don’t forget to tap into the relationships you’ve built with local businesses and suppliers.

• Remote and Hybrid Options: Consider offering remote work, especially for administrative or consultation tasks, and allowing occasional in-person visits for team meetings or client interactions.
   
• Flexible Hours: Offering flexible working hours can be especially appealing to professionals who want control over their schedules or have family commitments.

A Real-Life Example:
A regional law firm was having difficulty finding full-time legal staff due to their remote location. After reconsidering their approach, they offered a hybrid working model where the team could work remotely most of the time but travel to the office for team meetings or client interactions a few times a month. This flexibility opened the door to a much wider talent pool, and they were able to hire experienced lawyers who lived in nearby cities but were willing to travel occasionally. The flexibility also allowed the firm to attract candidates with family commitments who appreciated the control over their schedules.

5. Widen Your Talent Search with National or Global Reach

When you’re struggling to find candidates locally, expanding your search outside of the immediate area is a must. Modern technology makes this easier than ever.

• National Job Boards: Post on major job boards like Seek, Indeed, or LinkedIn, and specify that you’re open to discussing relocation support.
   
• Consider International Recruitment: If it’s viable for your industry, consider recruiting from overseas. Offering relocation assistance and promoting the benefits of regional living could make your role more attractive to international candidates.

A Real-Life Example:
A regional aged care provider was finding it nearly impossible to recruit locally for nursing staff. After posting the role on national job boards and offering a relocation package, they were able to attract candidates from across Australia who were open to moving for the right opportunity. They even received interest from international applicants. By offering relocation assistance and promoting the lifestyle benefits of their region, they successfully filled multiple positions with skilled professionals who were excited about the opportunity to live and work in a regional area.

6. Create Attractive Incentive Packages

In a competitive job market, you may need to offer additional incentives to attract professionals to a regional location.

• Relocation Assistance: Help candidates with the cost and logistics of relocating to the region. Offering housing support or a relocation bonus can be a significant motivator.
   
• Professional Development Opportunities: Offer ongoing training and professional development. Candidates might be more willing to work in a regional area if they know they’ll have opportunities to grow in their career.
• Retention Bonuses: Offer retention bonuses or incentive programs for team members who stay long-term.

A Real-Life Example:
A regional manufacturing business struggling to attract skilled workers developed an attractive incentive package to entice candidates. They offered relocation assistance, which included helping new employees find housing, and covered moving costs. They also provided a professional development program, ensuring that team members could continue advancing their skills and career growth. Additionally, they introduced a retention bonus scheme, where team members received a bonus for every year they remained with the company. These incentives helped the business hire and retain skilled workers who were otherwise reluctant to move to a regional area.

Conclusion

Finding skilled professionals in regional locations requires a tailored approach, but by reviewing your team’s needs, considering upskilling and internal training, promoting the unique lifestyle, offering flexibility, and expanding your search, you can attract and retain the right talent. As shown by the examples above, clarifying the exact role, and providing the right tools, can make the recruitment process smoother and more successful. Focus on the benefits of regional living and create a compelling offer that highlights the value of joining your team.
 

To find out more about how we could brainstorm your recruitment challenges, book a time to find specific ideas for your business and your town.