The employees hired to work for a business are representatives of the brand. They help tell the company story and build the culture other people want to be hired into. When it comes to recruiting, here are some tips on how small businesses can get this vital practice right.
Best hiring practices for small businesses
To kick off the process, employers would create a job description, perform a job analysis to determine pay and responsibilities, post the job, sort through résumés, and administer skills assessments before deciding to extend an offer. Over the past few decades, we’ve seen this process shift to incorporate mostly digital elements. These include strategic recruiting, scouting passive candidates (those not actively looking for work), or enabling the use of an online job board that uses keywords to help filter results.
Trying your hand at recruiting, rather than tapping into an expert outside the organization? Here are five tips to get it right.
Use referrals and networking
Networking is a great way to promote your brand and share vacancies without greatly impacting the budget. Referrals are often the best source for candidates because the person referring—generally a contact—typically considers the referral a reflection of themselves. One of the best ways to request referrals from current employees is to establish a referral program, which provides a reward to the employee if an applicant they referred is hired.
Use job boards
Many professionals are familiar with online job boards like Glassdoor, Indeed, or LinkedIn, but it might be difficult for your small business to compete in such broad job boards. Instead, try a niche job board like Snagajob, FlexJobs, or college job boards. Candidates are targeted based on interest and/or experience, providing employers more customization and the ability to stand out among fewer listings.
Offer other benefits
Small business owners may have to compete for talent with larger companies that have more resources. To attract employees, try offering alternative benefits. For example, if you’re unable to offer competitive compensation or benefits, try offering other things like flexible scheduling.
Invest in recruiting technology
Small business owners may consider investing in applicant tracking software to help them scale and streamline recruiting and hiring. Human resource information systems (HRIS) like Vfficient, from VensureHR, allow employers to eliminate multiple technology platforms by combining all of the primary HR features into a single piece of software. For example, a user can manage the onboarding process, run payroll, and gain access to powerful reporting capabilities.
Additionally, applicant tracking software automates job postings, manages applicant information, and simplifies communication between employers and candidates through auto-responder capabilities, reminders, and offer letter templates.
Craft effective job descriptions
It can be hard to stand out in a sea of similar positions and companies in the same industry or niche. A well-written job description can improve your recruiting efforts.
Start by making sure that the job description is specific, clear, and realistic. For example, if you’re hiring for an entry-level position, requiring three to five years’ experience is not realistic. Avoid using ambiguous, subjective phrases like “entrepreneurial spirit” or “rock star salesperson.” Business owners shouldn’t leave qualified candidates questioning whether they can complete the job duties or not.
