Finding the right person for your team is a critical activity for any organisation. But particularly for the small business owner with limited resources, it can be a tall order expecting you to source the best talent without becoming over-stretched and breaking the bank.
Yet the new age of recruitment means smaller companies should no longer be afraid of pulling their resources together to compete for the best talent for their business.
Particularly as signs of job market revival emerge, small businesses are now becoming increasingly responsible for many of the jobs being created these days. So what is the solution to your small business recruitment problems?
Here are 25 tips to help you with your small business recruitment, and ultimately, bring on board the best person for your team.
1. Before you plan your recruitment campaign, work out a timeframe; who needs to be involved and what time they are available?
2. Understand employment trends within your company and have the resources to hand to ensure you can start recruiting quickly.
3. Have a job description for every person within your organisation. You should then, in theory, be able to advertise your vacant role within 24 hours.
4. Decide exactly what function your new hire will play and what value they’re expected to deliver.
5. Research competitive salaries to determine the optimum pay for your new hire.
6. Do some market research to help you decide what mediums you will use to advertise your vacancy.
7. Clearly define the job role you’re looking to fill. Include responsibilities, experience and key attributes.
8. Make sure you point out the opportunities for making a real impact on your business within your job advertisement.
9. Promote your environment and describe incentives and training – make your business the only option for them.
10. Ensure your hiring message reflects your culture and values.
11. Consider the type of candidate you’re trying to attract. Which social sites do they spend more time using? What engages them? What are they talking about?
12. Use platforms like LinkedIn, Facebook and Twitter as a cost-effective way of interacting with and identifying potential employees.
13. Share keyword optimised content, such as blogs, to help raise your online profile.
14. Use your social media networks to build talent pools that you can share your vacancy with when the time comes.
15. If you are unable to tweet regularly or struggle to find the time to share posts, there are tools available that can schedule your updates, such as Hootsuite.
16. Get your employees involved in your social platforms so they are visible and accessible to potential candidates.
17. Use social buttons as a simple way for candidates to find and follow your social platforms when visiting your company website.
18. Simplify the CV sifting process by asking for a one page CV and five reasons why the applicant is perfect for the position.
19. Invite candidates to interview sooner rather than later to ensure you don’t lose good applicants to other companies.
20. Plan the interview with things you want to find out and include a mixture of question types.
21. If you’re not a confident interviewer, invite another member of staff to take part to give you and the candidate the best opportunity possible.
22. Save time and resources on initial face-to-face interviews and use tools such as automated online video interviews and skills tests.
23. Invite key applicants to your office for a second interview and test the candidate’s attitude, skills and knowledge.
24. Remember that the candidates in front of you are most probably being pursued by your competitors so make sure to sell your company.
25. If you’re excited at the prospect of a candidate joining your company, don’t wait to make them an offer.
With the war for talent at an all time high, it’s never been so important to keep up with the trends and find ways to add value to your small business recruitment process. By following these tips, your small business recruitment should become a little easier and help you secure the best talent for your role.