A company is only as good as its employees. With such insight, businesses are always in the search for better talents. Many CEO’s know that continuous rejuvenation of the companies means continually searching for these new, young creative minds to uplift the organizations to higher scales. Small businesses without well-defined departments, however, may face a challenge in hiring and recruiting new staff. Usually, the managers or the business owners do the recruiting. When the challenge is overwhelming, the entrepreneur goes to a family or a friend who is likely to do some shoddy job. Competition for qualified talent is very high making the situation even worse. Many young job seekers opt for larger corporations where the promise of a better future seems a reality. What small businesses need to know are effective recruitment strategies. These strategies will slowly drive the young talents out of that multinational organization into your upcoming business.
1. Advertise: get out the word
Hunting for new talents requires more than just making it known in your circles. The job posting should be advertised in the local dailies, the social platforms, and the business website. Applicants frequently search for jobs using these platforms. Similarly, mid-sized companies may be frustrating to most employees, managers, and other professionals. Small businesses can take advantage of these situations and hire such individuals. Make sure to include the detailed job qualifications and requirements. That way, applicants have a clear picture of what is expected of them.
2. Go for young creative minds
Young millennials make up a large portion of the unemployed population in most countries around the globe. Young and talented applicants are always seeking for avenues to grow their careers. Usually, this does not happen in large multinational organizations. Small businesses present these opportunities despite the challenges that come with small businesses. These are young, intelligent people who know exactly how to nail an interview. Given, they are on the lookout for that dream job opportunity, a category that your small business definitely does not fall in. Young people are still creative and are the best candidates for startup businesses. The key is in figuring out how to make yourself an attractive candidate for this minds. As a small business, one way you could do this is to allow for internship programs or attachments for ongoing students. These avenues present opportunities to identify outstanding candidates for later job postings.
3. Involve others/ inside or outside help
The hiring process can be done in a much faster pace if the managers involve the other employees in the company. Since they already understand the business, the work environment, and business culture, they can help propose suitable candidates for the position. Incentives or bonuses may be offered to employees who make the best suggestions for qualified applicants. Outside help may be sought from hiring agencies. Many staffing agencies have a database of job seekers. They can match your job requirements with the suitable candidates who can be recommended to the employers for interview scheduling. Some staffing agencies specialize in specific areas such as research and finance. This makes it for both recruiters and applicants to find the open positions.
4. Online networks and social platforms
With the current trends in growing social media platforms, networking and advertisement are more efficient. Social media platforms such as Facebook, Twitter, and LinkedIn connect people all over the world. They have extensions for groups in which peers can connect and share relevant information. Small businesses can make use of these groups to hunt for suitable candidates, market their businesses and simply spread the word. Business websites should have links to open jobs. The websites should be easy to navigate for the applicants to easily apply for the positions. Additionally, websites may be designed to allow users to create their own user accounts. A careers page should enable applicants to fill their details and upload their resume. Recruiters can easily check the eligibility of the candidates.
5. Build your brand
The business’ brand is one of the most important factors that sell the business. Small businesses need to know that quality is important so that people naturally know about the business. Some organizations are known without much struggle. You do not need to go to the internet to know about such corporations as Apple. This is simply because it produces quality products. Marketing of the business also involves continually posting in the business’ social network platforms. Post ads, suggestions, new content, and images, which your followers can see, like and possibly recommend to a friend. This increases your pool of followers, which might have the suitable candidates you’re looking for. If you do not have a business website, then this is one important tool you should consider having. Invest in developing your business’ website. It makes it easy for applicants to research you and know more about the job position.
6. Application deadlines
Recruiters should set application deadlines. Urgency brings a sense of seriousness on the employer’s side. However, recruiters should know that the dates are flexible until they find the best candidates for the job.
7. Make application easy and fast
The job application process should be direct, easy and fast enough. Links should be provided for attachment of required documents. Some recruiters make the information inaccessible to the applicants. Some have many processes that may discourage the applicants. Applicants don’t have all the time filling multiple forms.
8. Background checks
Some applicants may submit false information. Background checks help recruiters unveil the true information of the applicants. With the current technological advancements, certificates can be easily forged. The only way for recruiters to know about the truthfulness of the information submitted is by conducting background checks of the applicants' skills and qualifications. Social media platforms are continually being used to filter applicants. However, it is advisable that recruiters be extra careful when using these platforms for screening candidates. It is a misleading method since most people consider social platforms as private life.
Having read that, recruiters should be fully equipped with the relevant information and strategies to use when looking for new staff. You may choose to use several of these strategies when recruiting your staff. Additional information may be sought from consultants or relevant human resource professionals.
About the author
Elaina Meiser is an enthusiastic blogger interested in writing about everything worth reading in the digital age. She also strives to share her own perspective about activities for personal and professional development. Connect with Elaina via Twitter.