Large Or Small Business Recruitment.
Every small or large business owner aims to grow. However, with growth come more responsibilities and more work. You may already juggle being the boss, accountant, office manager, maybe even janitor, but at some point, you realize you can’t do it all. At this stage, when your company is still small, it probably doesn’t have a dedicated recruiting team. The tools you use weren’t designed for recruiting. Hiring tends to come in waves, so everyone just pitches in. Spreadsheets are great for accounting, they kind of suck at hiring. And you are amazed at how much a single open position can clog your inbox. This is indicative of you not having much that amounts to a recruiting strategy.
The quality of the team you have around you is the single best predictor of future success for any venture. Considering how important it is to just about everything a business does, it’s a surprise that hiring isn’t given more strategic attention.
Did you know that small businesses employ almost 60% of the country’s workforce and write 44% of the country’s paychecks? That sounds good, but even as entrepreneurs and small businesses provide innovative products and services to keep our country moving forward, their most important contribution may arguably be one of their most difficult tasks: recruiting.
Every time you’re hiring, the way you go about it changes and no one is entirely sure why. Finding a new team member can be a daunting task, and 42% of small business owners say hiring new employees is the biggest challenge that they have faced this year. All of us know that small businesses face a major challenge of competing with larger companies for talent and for the sourcing and hiring of the best candidates. Yet entrepreneurs who succeed at landing top hires don’t just contribute much-needed jobs to the economy; they build stronger, more successful businesses and are themselves often more critical to those companies’ overall success than they would be at larger companies.
Feedback on candidates gets misplaced, the questions that get asked at interviews are lost, resumes are shared in different ways. Far too many of us are hiring with inefficient tools, no recruiting strategies and the nagging feeling that we are losing precious time doing unproductive work. The good news is that there is a better way.
Here are some valuable tools for attracting and recruiting eligible candidates for small business:
Your Company’s Website
On your own site, you should provide all the information a candidate might want to know about your company and what it’s like to work there. Remember, it’s one of many destinations a job seeker will visit during a job search process. So, beyond current job postings, provide a regularly updated blog about employees and your workplace; incorporate videos featuring current employees and interesting projects or perks; and add detailed information about benefits, work locations and working conditions. Also, if your site is not mobile-ready, make that a priority. Last year, 75% of job candidates said they planned to search for jobs via mobile devices, according to a recent survey. That’s why making your application process mobile can get your company ahead of the curve.
Workplace Transparency Sites
Some websites provide a dedicated space for employees to share their experiences with their current employers. It is a good idea to encourage your employees to enroll on such site and have them wrote their honest feedback there, for prospective candidates to read, before making a decision to send across their resume or join your company.
Small businesses are fueling our economy, but they must be able to locate and land top hires in order to continue succeeding and building a stronger future. By accessing many of the same tools large companies use, those top candidates are within their reach.
Social Media
Facebook, Twitter, LinkedIn and other social media networks are completely democratic. Any company of any size can have a professional presence there. I have always talked about the importance of a company’s presence on social media and this is another reason why. It is easy to post a job opening on your company’s social media account.
10% of the budget spent on advertising is better than remaining unknown to the world and not earning the extra 10%. Most small companies don’t need to hire as many workers as their larger counterparts, which means they usually don’t have an in-house recruiting team. But in this age of technology, they can take advantage of many of the same tools, techniques, and resources that larger organizations use to attract and land highly sought-after candidates. Contact HyperEffects to chart out a tailor-made tool for your hiring process to be more swift, organized, and easy.
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