Credit at work.

Dear Andy,

I'm a credit manager at a smaller company and my budget doesn't allow me to offer the level of compensation to potential new hires that credit departments at our larger competitors can. What else can I do to improve my chances of recruiting top candidates?

As important as money is to workers, other job satisfaction factors also carry significant weight in their career decisions. In a recent Robert Half International survey, CFOs rated work environment and career advancement opportunities close behind pay and job security when they were asked to name the most important considerations for today's job candidates. For some professionals, these non-monetary factors are even more important than higher pay. Here are some areas to consider enhancing to make your company stand out among the talent you want to recruit, even if you can't offer top salaries:

A supportive corporate culture. Many credit professionals place working for a company where they are respected on both a personal and professional level near the top of their lists when evaluating job offers. Make sure you are encouraging your staff to experiment with new ideas and giving them the latitude to do so without fear of reprisal for occasional mistakes along the way. Unless you are willing to take smart risks, it's unlikely that your company will be a place where people will really want to work.

Expressions of appreciation, If frequent employee recognition for their contributions is a part of your culture, these gestures have the potential to give your company a reputation for inclusion and employee respect that can influence job candidates' employment decisions. ...