We've compiled some of our favorite blogs and guides from experts on the web to help you recruit top talent into your organization.

[From Glassdoor] The U.S. unemployment rate fell to a record low of 4.3% in the summer of 2021. With that level of competition, human resources managers are struggling to find top caliber talent. Companies need innovative ways to attract quality candidates, one of which is to offer compelling job benefits.

In a Glassdoor survey, around 60% of respondents reported that they strongly consider perks and benefits offered before accepting a job offer. In addition, 80% of employees prefer additional benefits over a pay increase. Studies show that a competitive benefits package can significantly help in employee acquisition and retention. In this article, we'll show you the top 5 types of benefits that can increase applicants.

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[From the Muse] You’re ready to hire a new team member to take things to the next level in your organization. You know who you’re looking for, and you know this person is out there—all that stands between him or her and this new position, kicking ass in your company, is your ability to reach the right candidate and compel him or her to step up the plate.

Your most important tool in achieving that is a great job description—one that will make the right candidates stop dead in their tracks and think: I was made for this role.

But that’s easier said than done. Winging your JD is one of the most damaging mistakes you can make as you begin your search. To create an accurate, compelling, and authentic job description that attracts high-quality candidates, you need to be strategic and thorough in your approach.

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[From Forbes] Despite elevated unemployment levels driven by pandemic-spurred conditions, there is an increased number of open jobs across the U.S., and businesses may find themselves vying for top talent more so than usual as they seek to rebuild their workforces.

The days of basic, lackluster job descriptions being sufficient to attract top talent are gone. For businesses that want to recruit the best people, it is essential to frame open positions in a way that captures the essence of the business, including its internal culture, mission and values.

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[From Forbes] If a company wants to find the most talented individuals to fit their organization, it needs an attractive job description. With so many businesses competing for talent, it's up to the organization to make a profound impact on the potential applicant first to draw them into applying for the job.

Unfortunately, not all job listings are expertly crafted, and many of them leave a lot to be desired. How can a business interest the top tiers of talent with their job description? Thirteen experts from Forbes Human Resources Council delve into the constituent parts of a well-crafted job description and explain how these make the position enticing to potential applicants.

Read more from Forbes

[From NACE] Many employers pay their interns. But how do you calculate a fair wage? And should you include benefits?

A recent internship survey from the National Association of Colleges and Employers (NACE) offers some insight into what employers are paying interns for their work.

The average hourly wage rate for a bachelor's degree intern is $16.26. Generally, the closer to the terminal degree, the higher the internship wage. A college senior, for example, averages 20.2 percent more than a student who just completed the freshman year: $17.47 versus $14.53 per hour.

Similarly, the higher the level of the degree, the higher the wage. In fact, according to NACE’s latest intern compensation report, the average hourly wage for a master’s degree candidate is 35 percent more than the average wage rate for an intern earning a bachelor’s degree: $21.90 compared to $16.26.

Salaries also vary by major and industry.

In addition to wages, many employers add benefits to their internship compensation packages. The most popular benefit: relocation assistance, with roughly three out five employers giving their interns something in terms of moving assistance or a housing stipend. Also popular, with approximately half of employers offering them, are social activities for interns and holiday pay.

In the end, does paying an intern yield benefits for the employer?

Absolutely. First, by paying their interns, employers ensure themselves a wider pool of candidates from which to choose. All interested students—not just those who can afford to forgo a paycheck for the summer—can be part of the pool. That’s critical if one of your program’s goals is to feed full-time hiring.

Second, there are a variety of legal issues surrounding unpaid internships, and this can hamper the employer’s ability to give the intern “real work.” The paid intern, however, can perform real work and contribute to the organization, benefitting both the intern and the employer. As an added bonus, the intern and the employer are able to “test-drive” each other to see if there might be a good match for full-time employment. Ultimately, the paid internship is a win-win.

From the Nation Association of Colleges and Employers (NACE)

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