Look to your interns. Have you recently had a stand out intern within the office? That go-getter can likely work part-time hours and will be happy for the opportunity to use this gig as a resume starter.
Be flexible with the hours. While you may have a set schedule in mind for the particular position, be open to adjusting the days or hours if you find a skilled candidate who can join your team. A little flexibility may be a great trade off if you can bring a talented team member on board.
Can the employee do the job from home? Not all businesses have this luxury, but if the position duties can be completed from a remote office, you may find a more experienced worker if you offer the flexibility to work from home. Require one of the work days to be completed in the office, that way you can confirm that projects are being completed on schedule.
Double check the budget. How much can you really afford to pay? While the job posting may read $10 an hour, consider what you can budget for the ideal candidate. Wouldn’t you be willing to tighten up the budget belt in other areas if you knew you could gain a productive team member?
Have examples of employees who have moved up within the company. While you can’t promise a candidate a full-time position in the future, it’s encouraging to fresh team members when they can see real life examples of someone who started in the same role and has been promoted internally.
Make sure your company is always “hiring.” If you start recruiting employees when you have vacant positions, you’ll always feel pressure to “just fill the spot.” Keep a folder of strong resumes or applications, so when you have an opening on your team, you’ll start with some strong possible applicants.