Recruitment Strategies For Small Businesses
Recruitment for a small business can be a challenge. Many owners are not experienced in this side of the business, other than what they learned from being an employee for someone else at some point. They may not have the skills to deal with particular HR tasks or not be up to fate with the most recent recruitment strategies and tools. Not only that, they are often working from a very limited budget. Without this fundamental knowledge about the process, recruitment often only becomes a priority when it needs to happen – and at that point, it is too late.
However, the owners of small businesses are often good at winging it and figuring it out for themselves, meaning that many of them can rise to such a challenge. Here, we look at some of the successful recruitment strategies that work for a small business, just like yours.
Have a plan in place
As a small business owner that is having some success, you will already know the value of a good plan. To get where you are now, you have likely already put together a business plan. Now, it is time to put together a recruitment plan. Think about who you will need to hire, when you will need them and what you are going to do with anyone who already works for you. Look ahead, so that you are not caught off-guard by the growth of your business and have to make hasty decisions.
Think about how you will encourage employee retention
A high turnover of staff can be damaging to a small business. Not only does it not look great – why are people leaving so often? – but it costs you money in recruitment and training. Look at the steps that you can take to ensure that staff want to stay working for you as long as possible. It is particularly hard as a small business – you don’t necessarily have the resources to pay huge salaries or provide the amazing opportunities and promotions that multinational corporations have. For that reason, you need to look at how else you can attract and retain your employees. Perhaps you can offer a great work/life balance or give them flexible working hours to fit around childcare?
You may also want to think about insisting on a pre employment medical check to ensure that physically, they are up to the job. The last thing you want is for them to start as a building labourer to find out they have a back problem that stops them lifting anything!
Harness the power of technology
Technology is the way forward when it comes to recruitment. Potential candidates will be using the tools and resources available to them and so should you. Start off with the one that practically everyone uses – social media. Facebook. Twitter, and of course, LinkedIn are excellent places to start with your recruitment drive. These won’t cost you anything and can point you in the direction of a huge pool of suitable candidates. There are plenty of job boards available as well – some will be free while others may have a nominal fee attached to them.
You may also want to consider software that tracks your applicants. This helps to keep you organized – automate job posting, organize the candidate information and keep everything together, making communication much easier. It will save you hours of trawling through things and makes it easier to share information with team members.