Good workforce are hard to find. It may be easy to fill vacant positions if you are a huge, reputed, corporation (like Google), but there is a tremendous challenge attracting (and keeping) top performers if you are smaller and less well known. As a New York Recruiter this is a challenge I encounter on a daily basis, particularly since I compete with other Recruiters in New York.

As per chief executives and industry recruiters, who were interviewed for this writeup, there are three main areas on which to concentrate: the quality and market condition of your product or service, environment, and compensation.

Leading edge technology and a high perception of quality will lure top technical and design people, salespeople and support people, all for various reasons. Technology people relish the challenge of designing something new, plus they need ongoing prospects for skill development to remain updated.

As for top sales people, a powerful product means they can earn bigger commissions, and their egos are fulfilled by being on the leading edge. And top support people are smart enough to know that a quality product makes everyone's job easier, and it enables them to earn their bonus. For everyone, superior products will earn your company better profits, enabling more reinvestment in R&D, presenting challenges and adventure for your technical people, and new and better product for your sales and marketing personnel.

The following factors play a large role in the option of an employee to join a company:

Environmental factors - the corporate culture, the caliber of co-workers, the attitude of your management team, and your physical environment can be pivotal in finding and retaining talented people.

Corporate culture is one topic smaller companies have an edge - that "hell-bent-for-leather" stance makes it exciting and challenging to accept the job, and there are less layers of bureaucracy people find so holding back. Real teamwork, where success is shared and the team affirms a common commitment, will draw other top professionals.

Having a smart, talented staff will captivate more smart, talented people. So will a friendly atmosphere which values the views of the rank-and-file along with open-management policies keeping the groups informed on the state-of-the-company.

A training plan, well thought out career paths and professional conference attendance are additional ways to attract and keep people. Other small but noteworthy options include dress code, flextime, telecommuting, offices with walls - these all help.

Last is the matter of compensation. The big salary problem is no matter how much you pay; a competitor can pay a little bit more. So in terms of salary level itself, you just have to be at or close to your market value.

Equity - stock allotments, options and equity-like phantom stock - is an impressive way for smaller companies to entice people at all levels. Plus, smaller companies can grant equity without the usual waiting period required by public and larger companies.

What does all this mean in real terms? Even though you are not a Manhattan recruiter, some of the tips in this article are difficult to implement than others, and some explain conditions you simply can't accomplish. Must you arrange for every item mentioned above? Of course not, but systematically providing your people with the challenge to be their best, the opportunity to learn, the independence to be creative, the incentives to execute and produce, a feeling of ownership, and the esteem as professionals - these are the aspects that will make talented technical and sales people want to join your organization, and have them stay.

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Hello. Thank you for visiting our company's website. I hope you find it informative.

My name is Larry Perry. I own Perrydyse Marketing (pronounced "paradise").We are small business growth strategists.

Our company's purpose is to help local businesses like yours who may have websites that look great but are not producing profits. We create and implement effective and reliable marketing systems that produce a constant flow of customers and prospects to your site(s) at a minimal cost. (If you do not yet have a website, we can help there too.)

If the economic troubles are causing you to rethink your business plans and strategies, you will definitely want to continue reading.

One commonly neglected area that you should look at is your online presence. Not just your website but your entire Internet marketing and online social presence.

If you don't currently have a website or your website is performing poorly – if at all – you should address this issue immediately.

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"In 2008, comScore Networks reported that 98% of local consumers now go online to search for local businesses, as opposed to 31% that go first to the printed yellow pages. That same comScore study indicated that 53% of the consumers that search online for a business, a product or a service make an offline purchase at a local store.”

Our expertise lies in creating synergistic marketing campaigns that utilize both offline and online tools and resources that increase the visibility of your business. We call that "Integrated Marketing" because it utilizes online solutions coupled with traditional offline techniques.

Take a few minutes and review the information on this website. It is intended to help you understand what you can do to drive more customers into you business by properly using your website and, at the same time, save some of your advertising budget. By implementing effective online strategies, you can actually reduce your monthly advertising expense yet improve customer acquisition and retention.

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