Small Business Recruiting Techniques

Small businesses go about recruiting in a different way from large businesses. For example, small companies pride themselves on being able to take their time in selecting the right candidate for an open position. The problem is that many times there are not the same amount of applicants for smaller companies that exist for larger companies in the same industry.

 

So how do small businesses survive in the recruiting world? Here are our top five tips for getting by.

 

  1. Create a working process that fits the needs of the business and is able to be edited or improved at any time. A standardized process that includes a well-outlined, systematic plan will help to maximize a potentially positive result from your efforts.

 

  1. Don’t be afraid to market your brand in the best way you know how. Part of getting quality candidates to apply for open positions at your organization means making sure people know who you are and what you do! Even if your budget is small, you can use social media and old-fashioned in-person networking to build the brand. LinkedIn, for example, is a great way to network and connect with potential candidates.

 

  1. Use available recruitment tools at your disposal and keep track of the results. From enlisting the assistance of a professional employer organization (PEO) to an HR services provider, or posting to online job boards and promoting your own website, the options are endless for getting the right candidates in the door. For example, consider creating a targeted marketing campaign aimed at engaging candidates through a diverse set of platforms including email marketing.

 

  1. Small businesses frequently recruit and hire on their own. Use your existing interview process to your benefit. Develop a set of behavioral and situational questions to better understand if the candidate will not only be a good fit for the company culture, but if their knowledge, skills, and work ethic is well developed. This will mean less hands-on training in terms of soft and hard skills upon hire.

 

  1. Freelancers and contractors are a great way to introduce a good candidate for your established work environment, teams, and culture. If they are a good fit, then an offer could be extended to bring them on as a permanent hire. This is a great opportunity for positions where availability may not be set or the job role is in flux.

 

Small business recruiting has immense advantages as there are fewer time restrictions. Employers and managers can take their time when necessary, or move quickly to capture a good candidate in their prime. Additionally, small businesses have the ability to better track previous applicants and reach out to those individuals on an as-needed basis when a new position opens that is a better fit for their skill set.

 

When you are ready to explore partnering with a PEO or HR service provider to receive guidance and assistance in developing resumes or even recruiting services, reach out to Human Capital. We have the means of retaining top talent, identifying premium candidates, and reducing employee turnover. Just because small businesses don’t have the budget, doesn’t mean they can’t hire the best.