Virtual Recruitment Week

Virtual Recruitment Week - November 28 - December 5

 

 

Aspen Chamber Resort Association Administrative Assistant: View and apply HERE

Alpine Bank: View and apply for all open positions HERE 

Anderson Ranch: Chef de Cuisine. Apply HERE 

The Aspen Alps: Housekeepers, Evening Houseman, Bellman, Front Desk Position, Maintenance Tech, Massage Therapist. Apply HERE

Aspen Center for Environmental Studies (ACES): Director of Finance and Operations. Apply HERE

Aspen Community Foundation: Finance Director. Apply HERE

Aspen Historical Society: Development Director. Apply HERE

Aspen Public Radio: Broadcast Journalist (Arts & Culture), Broadcast Journalist (Morning Edition Anchor). Apply HERE

Aspen Recreation Center: Full Time- Day Camp Coordinator, Recreation Specialist I or II, Heavy Equipment Operator II. Part Time- Recreation Maintenance Worker II, Recreation Attendant - Lifeguard, Fitness Instructor, Camp Counselors. Apply HERE

Aspen Valley Ski/Snowboard Club: View and apply for all open positions HERE

Aurum Aspen Snowmass: Host, Food Runner/Backwaiter, Server, Bartender, Line Cook, Dishwasher. Apply HERE

Belly Up Aspen: Box Office & Coat Check. Apply HERE

Black Tie Ski Rentals: Reservations Agent and Ski & Snowboard Rental Delivery Technician. Apply HERE

The Buddy Program: Bilingual Case Manager. Apply HERE

City of Aspen: View and apply all open positions HERE

Chase Bank Aspen: View and apply for Teller HERE

CHICA Aspen: Front of House and Back of House Positions. Apply HERE

Dancing Bear Aspen: Concierge, Breakfast Cook, and Club Attendants (Driver/Bellperson). Apply HERE

Hotel Aspen: Part Time/Seasonal Housekeeper (December - March). Apply HERE

Miron Crosby: Part Time and Full Time Sales Associate. Apply HERE

Kate Maller Jewelry: Retail Sales Associate. Apply HERE

Pitkin County: View and apply for all open positions HERE

Rhino Reviews: Client Relations Manager. Send resume to [email protected] View job description HERE

Ritz-Carlton Club, Aspen Highlands: View and apply for all open positions HERE

Ski Butlers: Ski Tuner and Ski Technician. Apply HERE

The Timbers Club: View and apply for all open positions HERE

Vacasa: Sales Development Representative (Remote - live anywhere in CO) Apply HERE, Sales Coordinator (Remote - live in Aspen) Apply HERE

W Aspen: View and apply for all open positions HERE

Woody Creek Station: Send resumes to [email protected] and [email protected]

Hiring Tips
30 Creative Ways to Find Your Next Employee
  • Form partnerships. Work with other businesses that have good employee recruitment strategies and that also serve your ideal hire without being a competitor. For instance, a real estate agent may work with people who are moving into town. Those people may be looking for work. Letting the agent know you’re hiring can help them persuade someone to move to your town and find you a new employee.
  • Contact the high school(s), local colleges, tech schools. Let them know about your open positions. Make sure you talk to a variety of people there such as teachers related to your industry, the vocational-tech person, the volunteer coordinator, and others. Schools can be siloed. Leaving your hiring info in one department may not be enough to drive action.
  • Add a message to your car. If you do a lot of driving, this is a good way to let people know you’re hiring. A positive message about growth can make things look less desperate.
  • Add your hiring message to your signature. You probably send a lot of emails. Use this space.
  • Tell everyone. From friends to family to Facebook acquaintances, tell everyone you’re hiring and what you’re looking for.
  • Recruit or become appealing to teachers. Teachers usually have a few weeks off during the summer. Traditionally, those who don’t take summers off work in areas closely related to teaching like tutoring or camps. Think about how you might benefit by hiring a teacher and what your business could offer them. Then get the word out.
  • Run an ad on social media. Use the social segmenting tools to get your ad in front of your ideal audience. For instance, if you run a comic book store, you could target people of a certain age who are interested in comics then design your ad around an employee discount and being the first to see new comics. Playing on their interests/hobbies can entice someone who isn’t looking for work to join your team. Again, focus on what’s in it for them.
  • Contact associations in your industry. Contact associations in your industry and let them know you’re hiring. Don’t forget to ask them if they have a student chapter you can contact as well. They may also have their own recruitment strategies and ideas to share with you.
  • Contact churches and nonprofits. Churches and nonprofits have played a big role in helping people who are financially struggling. They may know of individuals who are looking for work or need a new start. Speaking of…
  • Reach out to marginalized populations. One of the hardest groups to employ is former felons. There aren’t a lot of opportunities out there for them. Most people aren’t willing to give them a chance. If you’re interested in exploring this option, check this out. It’s also difficult to get a job when you’re homeless. Nonprofits and shelters may help you connect with this group.
  • Hire a veteran. From nonprofits specializing in vet hires to social clubs for veterans, there are a lot of organizations you can contact to get in front of veterans looking for a new career or even a part-time job.
  • Highlight your current employees. While this is not a direct recruiting tactic, when you show how much someone means to you, others will want to be a part of your company culture. You can even place a hiring call to action at the bottom or your spotlight.
  • Make a cool recruiting video or Vine. Don’t forget tik tok, Snapchat and Instagram as great places to share your videos. Make them short, punchy, and fun to recruit younger people.
  • Reach out to past employees. Do you have a great one who got away? Reach out again. You never know what they’re considering. The grass is not always greener. Even if they are deliriously happy in their new role, they may know someone looking for a change. Don’t forget to reach out to people who left to get married or have children. People’s home lives don’t remain the same forever. They just might be thinking about returning to the workforce. Contacting them makes for an easy transition and they may have been nervous to reach out.
  • Showcase your flexibility. How are you flexible? Can people work from home, bring their dog to work, job share/split work and work hours, or receive a child care allowance? Whatever you’re doing to be flexible should be showcased. Do a video interview on it and contact your local paper to show how employers are being more flexible to meet the demands of employees. That could make a good human interest story.
  • Volunteer. Get out and help the community in your branded company apparel. People remember good things like that.
  • Create a social media contest out of it. Host a “Help Us Find Our Next Rockstar” contest and encourage people to nominate themselves or others. Give a prize to the person who serves as the employee recruiter. This generates buzz and the excitement of competition, something that is lacking on the employee’s side in today’s hiring market.
  • Post pics of employees’ first days and other celebrations. Show off your culture and the treatment people receive when they work for you. Then post your open positions.
  • Post on niche job boards. The large hiring sites aren’t the only option. Post on niche industry job boards or ask the chamber about their listings.
  • Reach out to your alumni organization.
  • Use freelancers.
  • Add your open positions to your newsletter.
  • Offer scholarships and bonuses after so many hours of work.
  • Host a bring a friend to work day. Offer referral bonuses for successful hires from that day.
  • Add a careers page to your website or highlight an open position on your homepage.
  • Start an employee-run podcast. This shows you encourage employees to take ownership.
  • Add a chatbot to your website so you can field questions and start conversations whenever a candidate is interested.
  • Create “People who love this, love this” content. Think of these as “also buys” for employees. What do people love about your business? Create content that reflects that. For instance, people who love to read, enjoy working in our ___ department because they _____. Or phrased a different way, “If you find immense satisfaction from making people smile, you’ll love working here because we average 600 smiles a day.”
  • Apply for Best Places to Work contests. Many employers don’t realize these designations are generally contests they apply for. Look into what’s available in your area. Making the list can mean a lot of applicants.
  • Play “dirty.” We saved this one for last because it’s one that could backfire if you don’t have an amazing work environment and incredible culture. But it is a whole lot easier to hire from a pool of people already employed than it is to cast a wide net to everyone. Recruiting from the competition or a role that is similar to what you’re hiring for is a sound strategy. You can actively recruit the competition, which can be risky as you don’t know who loves their job and who doesn’t. Or you can carry recruitment cards with you. Similar to business cards with your contact info, they also have room for you to compliment a person and suggest they talk to you about opportunities. For instance, you may receive great care at a restaurant and invite that server via a card you leave on the table to apply for a customer service role with your company. However, know you won’t be making any friends by stealing employees from other businesses.
Posting a Job Opening to Facebook
Facebook Job Listing Integration

 

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