What? You just won an engagement that requires three more auditors and two more IT people? Yes, that’s right – pronto! Never mind that the national unemployment rate is at an all time low. What you need is a recruiting plan that works now. These recruiting strategies will help you get people in the door and then give you an advantage once you get them there.

The first place you can start with a very modest investment is internally. Your employees are the best employment advertising you can buy. They are your firm’s advocates. They also know who would “fit” your firm’s culture. When you compare head hunter fees that can run thousands of dollars, it makes sense to offer your employees a “bounty” for employees. Consider a $1,000 recruiting fee that pays after the new employee’s first six months.

If your position is new for your firm, make sure you do your homework. This is going to help you hire the right person the first time. Start with a job description. If you have a clear idea of what the person will be doing, so will they. You don’t want to begin a relationship on shaky ground. If you don’t have job descriptions, but would like to start, take a look at CCH Business Owner’s Toolkit.

Sure, you think you offer a great place to work. However, you need to ensure your salary offering isn’t way below your city’s fair market value. Do your research so you can intelligently negotiate with candidates. Try industry salary surveys first. You can also try other sources such as Solution Matrix. A more targeted salary profile can be found (for $30 per query) at Salary Source.