The 10-part recipe for successful small business recruitment
Hiring star talent is a critical activity for any organisation – no matter what size. But particularly for small businesses, recruitment can often put much strain on resources.
Luckily, with the advancements in online recruitment software and the new age of networking, smaller companies should no longer be afraid of pulling their resources together and compete with the big guns in their industry.
To help you get ahead of the game, here is our 10-part recipe for successful and effective small business recruitment.
1. Develop your company culture. Excel in your approach to your company and candidate experience to become an ‘employer of choice’.
2. Clearly define the role you’re looking to fill. Include responsibilities, experience and key attributes. Help speed up the process and have a job description for every person within your company. Then, in theory, you should be able to advertise your vacant role within 24 hours.
3. Point out the benefits. Just because you can’t offer large salaries and huge benefits packages like large corporates, there are still plenty of benefits of working in a small organisation. Define the opportunity for making a real impact on your business within your job ad.
4. Simplify the CV sifting process. If you’re struggling to find the time to dedicate to sifting through CVs, why not ask for a one-page CV and five reasons why that applicant is perfect for your role?
5. Create your own talent pools. Use platforms like Facebook and LinkedIn to build talent pools that you can share your vacancy with when the time comes.
6. Don’t wait too long before you invite candidates to interview. Especially with the current skills shortage, it’s not recommended to hold out too long for a candidate. You don’t want to lose good applicants to your competitors.
7. Use online recruitment technology. Tools such as automated online video interviews and skills testing will save time and money during the initial selection process, and help you to identify the right candidates sooner.
8. Set the criteria to evaluate in interview. What do you want to find out about the candidates? Make sure you ask the same set of questions for each interviewee and include a mixture of questions that will test their attitude, skills and knowledge.
9. Find the ‘right fit’. It’s paramount that your new hire can adapt to your company’s culture and work well within your existing team and processes. Consider including a brief tour of the workplace or a meeting with the people with whom the new person will work closest with during the interview process.
10. Seal the deal. If you’re excited at the prospect of a candidate joining your company, make them the job offer. For those who are unsuccessful, remember to give feedback. This shows respect for the candidate and will also portray a positive image of your business.
At webrecruit, we understand that small business recruitment can be a challenge. With limited resources and restricted budgets, it too easily becomes a costly and time consuming task.
But by following this 10-part recipe for effective small business recruitment, the challenge of finding and hiring your next star performer may have just become a little easier.
If you’re looking for more information about online recruitment for small businesses, you might find this free guide of use: An SME’s Guide to Online Recruitment.
It’s packed with tips and advice to help you reduce costs and save time during the hiring process. Download your free guide here.