Today’s overcrowded job market makes sourcing and engaging talent somewhat harder for small businesses. Usually kept very busy by their many responsibilities, owners of small companies are unlikely to spend lots of time on recruitment – they simply cannot manage all those things at once. That’s why improving recruitment in small businesses is based on simplification. Once the hiring process is simple, clear and uncomplicated, managers significantly improve their chances at having a surge of new talent knocking at their door. Here are 5 things you can do right now to improve your hiring strategy.
1. Attracting talents
Finding talents is always a challenge, so take a close look at your application process. Review it closely – check it for any technical problems and offer a step-by-step instruction to make it functional. Make sure the system is efficient – long load time will deter talented candidates looking for employment opportunities.
Time is a key factor in your application process – it simply shouldn’t take too long to apply. Make sure to confirm the receipt of resumes. This is something many candidates complain about. Respond quickly and professionally to positively impress talents and show them your appreciation for reaching out.
Creating a simple application process is in your best interest. Your guiding principle should be clarity – no vague descriptions on job postings that show your lack of certainty about the ideal candidate. You postings should be written in a clear and specific language.
Always provide a list of the main tasks, point out the benefits of the position and identify the skills, knowledge and qualifications required for the job. This will give candidates an opportunity to screen themselves and see whether they fit the profile.
Job interviews are generally stressful, even for the most talented and experienced candidates, who might not show their full potential. Offer a comfortable and welcoming atmosphere to spot real talents.
Make sure to provide detailed information about the hiring process, so candidates are aware of what to expect and prepare for the interview. Inform them beforehand whether you’ll test their skills on-site or if they’ll be asked to participate in a role-play exercise. Surprising them will only elevate the stress levels, which isn’t helpful in hiring.
When the interview is over, candidates usually look forward to its outcome. In this time, you can provide some feedback and give them some valuable advice. Rejecting candidates is never easy – it’s even harder for small business, where everything is more personal. Even if people never look forward to receiving negative news, offering your reasons for the hiring decision will only help you in case a disappointed candidate decides to argue with you on this matter.
Communication is key to making a recruiting process go smoothly. Reaching out to your candidates and keeping them informed about every step of the hiring process will make you a more attractive employer too.
Use your preferred method of communication, remembering that phone calls can be tricky, especially if candidates are at work. E-mails and texts are great because they allow time to compose a thoughtful reply.
Hiring for a small business is a hard nut to crack. By rendering your hiring process simpler and basing it on regular communication, you’ll be on your way to make the most from every recruitment for your company – you’ll save time, gain more opportunities for attracting talents and develop a sterling reputation as an employer.
Monique Craig is an experienced writer with huge interest in business management strategies and new tech solutions. Currently she works at Local, the fastest way to hire trusted services in Australia.