For many firms, however, recruiting writers can be challenging, especially with the U.S. economy considered to be either at or near full employment. Finding writers with appropriate subject matter expertise can also be a challenge.

In just one example, the financial industry can struggle with finding skilled writers since many individuals may study finance because they don’t enjoy writing while other individuals may study writing because they don’t like math and finance. Regardless of the specific subject matter required for writers, however, firms can take certain steps to help them appeal to potential recruits and to convey that communications skills are highly valued.

For some firms, writers can be a bit of an enigma. Broadly speaking, at most firms, the vast majority of employees have expertise in areas other than writing. That can create a divide between a company’s culture and the characteristics that most writers seek in potential employers.

For firms that focus on digital technology, marketing automation, programmatic ad purchasing and other cutting edge services, furthermore, creating an organizational structure that writers find compelling can be challenging. Yet, firms can take a few simple steps to increase their attractiveness among potential candidates for writing positions.

The most important thing firms can do is to take actions that show that they value writing skills. To that end, firms should consider subjecting writing candidates to a writing test. By doing so, firms can start relationships with writing candidates by showing that they value writing enough to screen out candidates that lack strong communication skills. Providing a test will also show that a potential employer cares enough about writing to invest time and energy into creating tests and then evaluating completed tests.

Firms that lack seasoned editorial staffers should considering turning to freelancers to create writing tests. Firms can also cull editing questions from various online resources. For example, past issues of the now discontinued New York Times After Deadline feature are still available. The column has provided countless examples of writing issues that have appeared on the newspaper’s pages along with suggestions regarding how the problems can be addressed.

Firms should also have a formal review process in place for producing and editing content. Some firms make the mistake of believing that anyone can write and then fail to have a management level or senior level editorial employee edit content. The end result can be that poorly written content is published, which sends a message that quality isn’t valued when creating content.

With that in mind, firms should explain to recruits that a formalized editing process is either in place or is being developed. They should also have a management level employee that is responsible for the quality of content.

Firms should also provide quiet workplaces for writers. While this point may seem obvious, many firms have been embracing “open office environments.” The goal with such arrangements is to provide open communications and teamwork among employees.

For writers, however, the noise associated with open office arrangements can be distracting, so writers should ideally have a quiet area where they can work. In the absence of offices, firms should be prepared to have guest offices or conference rooms available where writers can escape the noise and hustle bustle of the workplace at least temporarily and focus on their work.