How to Recruit in Rural Areas: 13 Tips for Employers

If you're an employer wondering how to hire in remote areas or small towns, you're not alone. Recruiting employees in rural communities comes with unique obstacles—from limited candidate pools to long commutes and minimal training infrastructure. Whether you're hiring field workers in remote locations or looking for ways to overcome rural hiring difficulties, this guide is designed to help.

This article is for rural employers—not job seekers—who are looking for actionable solutions, inspiration, and advice on how to find talent in hard-to-reach areas. We’ll explore effective recruitment strategies for rural employers and offer tips to help you stand out in a competitive market.

Challenges of Recruiting Employees in Rural Areas

Hiring challenges in rural areas often stem from a limited labor supply, minimal local training options, and lack of visibility for job postings. These obstacles can slow down the hiring process and make it harder to fill open roles—especially if you’re trying to attract skilled labor in remote areas.

Recruiting employees in small towns is even more difficult in industries that rely on licensed or trained professionals, like HVAC or plumbing. Finding employees in rural America with these qualifications may require broader outreach or incentives like relocation support.

You may also be contending with labor shortages in rural areas due to aging populations, fewer young adults entering the workforce, or a migration of talent toward urban centers. These realities make it even more important to have targeted, proactive strategies in place for solving labor shortages in rural areas.

Additionally, candidates may be concerned about workplace safety, job stability, or relocation logistics—especially in the post-pandemic hiring environment. Transparency about health protocols, job security, and career development opportunities can help ease those concerns and build trust.

In rural settings, the best-fit candidates often aren’t actively job hunting. That’s why recruiting in remote areas requires more than just posting on job boards—you need to market both your company and your community as desirable places to work and live.

Hiring in underserved markets also means understanding the broader socioeconomic landscape. Lower college enrollment rates and fewer educational institutions may limit your pool of applicants. That’s why employers should consider offering training programs or internships to support rural workforce development and build a future talent pipeline.

On the flip side, attracting workers in rural areas has its advantages. Lower housing costs, shorter commutes, and tight-knit communities can be major draws for job seekers considering a change of pace. These lifestyle benefits should be front and center in your recruitment messaging.

Finally, overcoming geographic hiring barriers is essential when seasonal fluctuations or long distances make it tough to maintain a stable workforce. Industries like agriculture and construction often require scalable, flexible hiring strategies that adapt to shifting demands.

1. Understand the Local Demographics

To succeed at recruiting in remote areas, you first need to understand the people who live there. Every rural community has its own values, priorities, and demographics. Aligning your approach with those local characteristics makes your job opportunities more relevant and appealing.

Connect with the Community’s Values

• If the area values sustainability, highlight your green initiatives.
• If the community is close-knit, showcase your involvement in local events, charities, or sponsorships.
• These actions build trust and show you're more than just a workplace—you're a committed local partner.

Sell the Lifestyle, Not Just the Job

When it comes to how to attract workers in rural locations, the community is part of the pitch.

• Highlight benefits like shorter commutes, lower housing costs, and access to nature.
• Share details about local schools, healthcare, recreational opportunities, and safety.
• Reach out to your local chamber of commerce for stats or brochures you can include in recruitment materials.

Address Gaps in Education or Training

Many rural areas have lower college enrollment or fewer vocational training options. That’s where you can step in:

• Offer paid internships or entry-level training programs.
• Create clear growth paths to attract younger workers or career changers.
• These efforts support rural workforce development and help you find talent in hard-to-reach areas.

By tailoring your approach to the local population, you’ll be more successful at hiring in underserved markets, recruiting employees in small towns, and overcoming rural hiring difficulties.

2. Leverage Local Resources

Recruiting in remote areas often means making the most of what’s already around you. Local networks, media, and institutions can be powerful tools for finding employees in rural America, especially when national platforms fall short.

Local Community Involvement

Don’t underestimate the recruiting value of your business’s existing presence in the community. Whether you sponsor the local softball team, provide space for community meetings, or participate in parades and fundraisers, these touchpoints build goodwill and visibility—key components of recruitment strategies for rural employers.

Local Media Advertising

Traditional channels like local newspapers, regional radio stations, and highway billboards can be highly effective for reaching people who may not be actively job-seeking. These methods are especially useful for hiring hourly employees in remote areas, where internet access and job board use may be limited.

Local Job Boards

Local job boards often attract community members looking for opportunities close to home. These platforms help employers attract workers in rural locations by targeting people who are already invested in the area. (But beware - not all types of jobs do well on platforms like Craigslist.)

Community Networks

Community events and local organizations can be excellent platforms for networking and spreading the word about job openings. Participating in these events not only increases your visibility but also allows you to engage with potential candidates directly.

Local Educational Institutions

Colleges, universities, and trade schools in or near rural areas are often underutilized resources. Build relationships with career services departments to connect with young talent looking for local opportunities. This supports rural workforce development while building your talent pipeline.

Local Nonprofits & Veterans Organizations

Nonprofits and veterans groups often serve people in transition—returning to the workforce, moving to a new location, or exploring new careers. These organizations can be a valuable partner for finding talent in hard-to-reach areas while supporting inclusive hiring efforts.

3. Create Appealing Job Listings

Your job listings are one of the first impressions a candidate gets. In rural communities, where access to job boards may be limited and competition is fierce, they need to stand out.

Here’s how to make your listings more compelling:

• Write clear, engaging descriptions that speak to what rural candidates value: fair pay, stability, growth, and work-life balance.
• Highlight your company culture and community involvement through photos, videos, or employee testimonials.
• Mention unique perks like signing bonuses, housing stipends, flexible hours, or relocation assistance—especially helpful when figuring out how to hire employees in small towns.
• Tell the story of your community. Promote the lifestyle benefits of the area to help with how to attract workers in rural locations.

4. Resonate with Candidates Through Your Brand

A strong employer brand is essential for hiring workers in rural communities, where reputation spreads quickly and trust matters.

To strengthen your brand presence:

• Showcase your values and impact. Highlight employee stories, local contributions, and community involvement.
• Include awards or recognitions related to culture or service—these are especially effective when you're trying to find workers in underserved areas.
• Create branded recruitment packets with company values, testimonials, and career paths to leave behind after interviews or events.

5. Offer Training and Professional Development Opportunities

One of the best ways to solve labor shortages in rural areas is to invest in local talent. When candidates don’t have traditional credentials, you can still grow your workforce by providing the skills they need.

Here’s how to do that:

• Offer on-the-job training or apprenticeships to help you hire employees in small towns and shape their development.
• Provide internal development programs, such as mentorships, online learning, and upskilling opportunities.
• Invest in future capacity by developing people already in the area—especially important when hiring field workers in remote locations.

→ See how Dennis' 7 Dees cultivates excellence by investing in their people

6. Utilize Social Media

Social media is one of the most effective tools for recruiting employees in small towns where internet use may center on local platforms and groups rather than national job boards.

Use it strategically by:

• Promoting job openings in local Facebook groups, neighborhood apps, and regional LinkedIn pages.
• Showcasing your company culture through behind-the-scenes content like team outings, milestones, and community service projects.
• Reinforcing trust and safety by posting about workplace protocols, benefits, and schedules—especially useful for hiring hourly employees in remote areas.
• Building long-term familiarity with your brand so passive candidates think of you when they’re ready to apply.

Considering running ads on top of your organic social media presence? This social media recruiting guide will help you get started.

7. Implement an Employee Referral Program

In rural settings, employee referrals carry weight. They’re a fast, effective way to find talent in hard-to-reach areas—especially when candidates aren't actively searching.

Make the most of referrals by:

• Offering bonuses or perks for employees who refer successful candidates.
• Encouraging your team to tap into their networks, whether it’s friends, family, or neighbors.
• Recognizing referral hires as a valuable part of your retention and culture-building strategy.

This approach is especially helpful for hiring challenges in rural communities where personal trust goes a long way.

Need help getting started? Here's how to roll out an employee referral program.

8. Offer Relocation Assistance

To access a wider pool of talent, consider relocation support. It’s one of the most effective ways to attract skilled labor in remote areas.

Here’s how to make it work:

• Provide full or partial relocation packages (e.g., moving stipends, signing bonuses, short-term housing).
• Sell the community. Share info about schools, housing, and quality of life to help candidates visualize the move.
• Partner with local organizations like real estate agents or welcome committees to support a smooth transition.

Relocation incentives are often the difference when it comes to how to hire in remote areas where local candidates may be limited.

9. Partner with Government Programs

There are federal, state, and local programs specifically designed to help rural businesses grow—yet many go unused. These resources can make it easier to hire and train employees in underserved markets.

To take advantage of them:

• Check with local workforce agencies for funding opportunities, tax credits, or wage reimbursements.
• Look into national programs like the Rural Postsecondary and Economic Development (RPED) grant, which supports rural workforce development and training partnerships, and the H-2B visa program.
• Explore healthcare or skilled trades incentives, such as student loan repayment for professionals who move to rural areas.

These tools are especially helpful for solving labor shortages in rural areas while controlling hiring costs.

10. Work with a Staffing Agency

Staffing agencies (like Work With Your Handz) can be incredibly useful when you’re trying to find employees in rural America, especially if your hiring needs are urgent or specialized. They bring broader reach, recruiting expertise, and access to talent pools you may not have considered.

Look for agencies that understand the unique challenges of hiring field workers in remote locations. Some use geo-targeted job ads, mobile apps, or text messaging to connect with hard-to-reach candidates—ideal solutions for overcoming geographic hiring barriers.

If your business has fluctuating labor needs, staffing partners can also help you implement short-term or project-based hiring strategies that align with seasonal demand. This is especially valuable in rural sectors like agriculture, construction, and logistics.

11. Tap Into the Passive Candidate Market

Some of the best candidates aren’t looking at job boards—they’re working at other jobs, volunteering, or simply not aware of better opportunities.

Here’s how to reach them:

• Be observant in your daily life. Great hires could be the cashier at the hardware store or a parent you met at a school event.
• Make personal outreach. Share why your company is worth considering and what makes your job (and location) attractive.
• Emphasize the lifestyle, not just the paycheck. This is critical for recruiting employees in small towns and finding workers in underserved areas.

12. Broaden Your Candidate Search

When labor is scarce, it's time to widen your lens. Some of the most effective strategies for how to hire employees in small towns involve targeting talent pools that are often overlooked.

Think about:

• Veterans and military spouses: Disciplined, adaptable, and often eager to put down roots.
• Career changers and entry-level workers: Especially those seeking stability and on-the-job training.
• Women in trades: A growing and highly capable demographic that’s historically been underrepresented.
• Retirees or semi-retired professionals: Ideal for part-time or mentoring roles, especially in skilled trades.
• Gen Z candidates: Tech-savvy, mission-driven, and open to working in remote or rural areas if the culture fits.

Broadening your approach not only helps with rural workforce development, but also brings new perspectives and skills into your business.

13. Adopt an “Always Be Recruiting” Mindset

In rural areas where the labor market is tight, it pays to stay in recruiting mode—even when you’re not actively hiring. Great candidates don’t come around every day, so if you meet someone who aligns with your values, has the right attitude, or brings hard-to-find skills, don’t let the lack of a current opening hold you back. Stay open to starting a conversation, offering a job shadow, or creating a role that fits their strengths. This mindset not only helps you build a bench of future talent but also positions your company as a place where top-tier individuals want to work, even if the timing isn’t perfect.

Being in a constant recruiting mindset also helps maintain momentum when turnover hits or new opportunities arise unexpectedly. If you already have a shortlist of potential candidates or interested community members, you’ll be able to fill roles faster and with less stress.

Hiring in rural areas comes with unique challenges—but it’s far from impossible. Whether you're facing limited talent pools, low visibility, or fierce competition for skilled labor, the strategies in this article offer a practical roadmap for success.

Key to making it all work? Being proactive. Rural hiring often requires more effort up front—whether that’s building relationships in the community, investing in long-term workforce development, or creating standout job listings that highlight both your company and your location.

By tailoring your approach to the realities of your region, you’ll be better positioned to attract skilled labor in remote areas, grow your team, and strengthen your business—despite the ongoing labor shortage in rural America.

There’s no one-size-fits-all solution to how to recruit in rural areas, but with the right combination of creativity, persistence, and local insight, rural employers can build high-performing teams and become an employer of choice in even the most underserved markets.

Team Engine makes rural hiring easier by helping you reach the right candidates faster—no matter where they live. Try it risk-free by signing up for a demo today.

_{This article was originally published on December 29, 2023. It was last updated on March 24, 2025.}