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A small business owner’s guide to candidate sourcing

Written by Kimberley Startup | August 21, 2012 | 0 Comments
CandidatesSmaller businesses often don’t have an HR department or even an employee who is solely responsible for recruitment. Often, it comes down to the owner of the business to manage candidate sourcing in order to grow the company. At webrecruit (http://www.webrecruit.co.uk/), we provide employers of all sizes with the resources they need to manage staff recruitment effectively. Here’s our small business owner’s guide to candidate sourcing.

Understand the recruiting requirements

Effective staff recruitment begins with having a clear understanding of the recruiting requirements. Take the time to fully consider the vacancy and what is required and, if necessary, liaise with employees in order to gain insight into exactly what is needed to successfully fill the position. Gather as much information on the position and the ideal candidate as the very first step of the recruitment process.

Strategise your recruitment methods

Once you have a clear picture of the vacancy and the candidate requirements, you need to make a plan as to how you are going to recruit staff. Gone are the days when companies simply placed an ad in the ‘staff wanted’ section of the local paper. Nowadays, there are many channels to choose from when it comes to recruiting staff, from advertisement to recruiting via social media and online recruitment. Strategise your recruitment methods taking into consideration what works for the company, for your recruitment budget, and for the position itself.

Flex your organisational skills

In many recruitment scenarios, organisation is key to a successful hire. Areas which will call for your organisational skills include managing the various recruitment channels; sifting through CVs; liaising with potential candidates for interview availability; managing internal diaries for interview scheduling, sometimes over multiple rounds of interviews; collating interview feedback; acting as go-between at negotiation stage; following up references; and carrying out the formal acceptance/hiring procedures. Failing to be on top of the details could result in missing out on that ideal candidate.

Demand more from your recruitment agency

In many cases, you will be using a recruitment agency. Always remember that your agency is there to help you. Recruitment companies worth their salt will support you in the process, however you see fit. If you prefer to drive the process, they should assist you in a supporting role, whereas if you would prefer the agency to take the lead, giving you the time to carry on running your business, then make that clear. At webrecruit, we work closely with all recruiting employers and approach the hiring process in the way which suits them.
These are just some pointers for a small business owner to keep in mind when approaching candidate sourcing, and by no means is it an exhaustive list. For more employer resources, go to the webrecruit website at http://www.webrecruit.co.uk/, or alternatively you can speak to one of our team on 01392 829400.

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