The Edge July/August 2025

available and avoid sticking with the com fort of doing what they’ve always done. “Give digital a try,” Klemencic says. “You have less to lose. Digital recruiting is more targeted, measurable, and provides a bet ter return on investment than traditional means.” TE

confidence, and invest in leadership and skills training,” del Pozo says. “That kind of stability only happens when recruiting is proactive and consistent.” Caceres says the top-performing companies in the industry work to build year-round talent pipelines instead of hiring reactively. “Just like sales and marketing, your recruiting efforts need to run all the time — not just when you’re desperate to hire,” del Pozo says. “The companies that build a systematic approach to hiring are the ones that stay ahead.” Also, don’t forget to measure the success of your digital recruiting efforts. “The good thing about digital ads is that everything is measurable: how many peo ple they reached, how many clicked on it, how many followed the link to our website, and how many applied,”Klemencic says. Voories says you need to focus on what’s working, decrease what isn’t, and continue to explore new ways to identify, attract, hire, and retain the right talent for your organization. He encourages companies to embrace the ever-evolving technology

leading with the most compelling infor mation like competitive pay, year-round work or a sign-on bonus. Use bullet points to cover the main responsibilities and qualifications. “Err on the side of more information because job posts that leave applicants guessing about pay, benefits, or expecta tions don’t perform as well,”del Pozo says. “Plus, job boards reward more complete listings with better visibility, and candidates are more likely to apply when they know what they’re getting into.” Also, consider including keywords that job seekers frequently use in their search. For instance, if the job title is something unique to your organization but features the responsibilities of an account manager, work to include that phrase in the job description.

 KEY TAKEAWAYS ■ Treat job applicants like sales leads. Use multichannel outreach,

applicants, attracts top talent before you even post a job. ■ Job descriptions need to be short, skimmable, and purpose-driven. Start with the “why,” include benefits and pay, and treat them like marketing ads.

personalization, and fast follow-ups to stay competitive. ■ A strong employer brand, built through testimoni als, culture videos, and consistent treatment of

ADVICE FOR OTHERS Del Pozo recommends looking at recruiting as a system, not a task.

“The goal isn’t just to fill a position when someone quits — it’s to stay fully staffed so you can deliver work reliably, sell with

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