To recruit a new employee is similar to any other human interaction in that it is a combination of plan and chance. However, for a small firm, there is an additional obstacle to contend with: your time and financial resources are both constrained.
Smaller enterprises may not usually have a dedicated human resources staff, as major corporations do. It’s possible that your recruitment tactics aren’t specified (or scribbled on the cocktail napkin). You are unable to give large incentives or benefit packages that would make other firms envious; but, you are fishing in the same talent pool as organisations that can provide these benefits.
How can you attract the attention of the most qualified job searchers while still competing with large corporations at the same time?
Attracting Talent to You
There are a lot of additional free methods to attract fresh talent to your small company than just posting a jobs page on your website and waiting for applications to start pouring in. Here are some suggestions:
- Make a blog post about it. Future workers are almost certain to visit the website, which means they’ll be looking at the blog for hints about what it’s like to work for your company in the future. Show them your excellent characteristics via blog entries (in addition, having a blog provides “keyword juice” for local job seekers).
- Maintain your authenticity on social media. The more you can demonstrate what day-to-day life is like at the firm, the more likely it is that prospective employees will be interested in working with you. Develop your social media presence and build a loyal audience, and the applications will discover you.
- It should be included in your email signature. Instruct your staff to include a “We’re recruiting” link in the email signatures, which will take them to your “Careers” page on your website.
Description of Duties
The calibre of the applicants you attract may be greatly influenced by a well-written job description, something you may not be aware of. It’s possible that the incorrect people will apply if the job description is overly vague. As new employees, they may believe that it is not their responsibility to provide ideas and take on more tasks, which may limit their potential to learn and progress.
Find out exactly what you need. In a small firm, an administrative assistant may be a person who assists with the day-to-day operations of the office, as well as a strategic partner and project manager-in-training. Your job descriptions should clearly explain how each position contributes to the success of your company.
Focus on “what’s in it for them.”
It’s important to focus on the advantages that only small businesses can provide, such as the opportunity to handle many tasks at once with a flexible schedule, participation in the company’s success and rapid career progression. You should also emphasise your distinctive corporate culture.
Write it as though you were a marketing professional. It’s better to think about how the applicant will benefit rather than what you require from them. You’ll need to show that you care more about giving as you do getting since you’re competing with larger organisations for talent.
Choosing the Right Platforms for Your Business
Determine where and how the job will be advertised after determining your demands and crafting your ideal position summary. It might take days to sort through the hundreds of resumes that are sent when small firms post their job openings everywhere.
Take your time and avoid putting yourself under unnecessary stress by working gradually and methodically. Don’t spread yourself too thin by using many platforms. Your platform of choice, whether it be LinkedIn, Upwork, ZipRecruiter or an industry-specific recruitment site, should be used to choose people to apply.
Rather than putting a job ad on a major website like Monster or Really, try to find people yourself. Even if it takes a bit longer, you’ll probably obtain better results this way.
Various Other Suggestions and Techniques
If you don’t have a lot of money to spend on recruitment and hiring, here are some additional ways to ensure a smooth process:
Don’t buy the costly software. Most of the applicant tracking systems (ATS), as well as other HR-related products on the market, are geared for huge organisations that handle hundreds of applications a day. Search for one that is more suitable for your small business’s requirements and budget (like RisePath HRTeam).
As a rule, referrals are the best. In this case, “like attracts like,” as the saying goes, is also applicable. Simply ask your top workers or contractors if they know of anybody who meets your job specifications by setting up a simple employee referral programme.
Don’t sever ties with people you’ve worked within the past. You may compensate for a lack of fame in your small company by being very attentive to your customers. Respond to every applicant as soon as you get their application and as soon as you make a decision. The candidate you had to reject today could be the precise person you need 6 months from now. Keep up with them.
When you’re out and about, keep an eye out for opportunities to hire. Professional conferences and training, which you and your colleagues definitely attend, are excellent opportunities for networking. Focus on attracting new employees at these gatherings and train your staff on how to deal with prospective hires.