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Small Business Guide to hire right employees

  • IWB Post
  •  March 31, 2015

Hiring the right person can make a huge difference and determine the success or failure of a small company. It is therefore one of the most important decisions every entrepreneur will have to make at some point. Small businesses are often pressured for time when looking for a new employee, but rush is one of these factors you should avoid, if you want to secure a quality hire.

Take a look at the guide on how to hire and recruit the right people for your small business.

Define the position clearly:

As a small business owner, you may not have a lot of experience in hunting down new employees. Therefore, the first and the most important step you should take is to carefully think through your job offer. The internet is overflowing with unclear and incomplete job adds. To make your offer stands out from the pack, ensure it doesn’t contain any ambiguities and clearly specifies employee’s duties. However enthusiastic you may be about your company, try not to oversell –present the work environment truthfully and be realistic. Also, don’t expect your prospective employee to do everything from sorting mail to designing your logo.

Apart from that, you should let your website do some of the work for you. Make it clear and reliable. It should contain essential information about your professional ethics, products, and clients. Single out the values and principles your company stands by to make it easier for prospective employee to identify with your business.

Learn from your competitors:

Follow your competition on social media to be up-to-date with their recruiting methods. Take a look at how your professional rivals recruit new employees. Skim through their job offers and note down the skills and features they are looking for. Although you know who are you looking for, studying the actions of your competition may give you a general idea of what is missing from your job ad. Apart from that, try using Google Trends, which is a handy tool that will help you to compare the popularity of job offer titles and hiring-related phrases. Use it to the fullest to customize your offers so that they get more views and shares.

The importance of pre-selection:

Once your job offer is out there you may receive thousands of applications. Large businesses have HR departments to separate the wheat from the chaff and to pick only the best candidates, but you will have to do it with your limited resources. To make this process as smooth as possible, we recommend making amust-have list of features and skills any prospective employee needs to possess. It’s the perfect time to be brutal – if a resume doesn’t list all required qualities, the candidate probably won’t meet your expectations. Engage your staff to go through some of the applications together.

Dare to be different:

International corporations have their ways to attract employees, but that doesn’t mean that your small business has no chances to compete with the industry giants. Being a small business owner, you may not have unlimited financial resources, but you can always find different ways to attract new talent to your company.

For example you can create you own recruitment video, that is absolutely easy thing to manage. Get some tips from this video:

Additionally, offer some one-of-a-kind perks. You may allow your staff to devote several hours a week for an extra project of their choice, or simply work from home and have more flexible work schedule.

Reach out:

If you are looking for experts in a narrow field, you may want to consider recruitment agencies, despite the fact that the cost of such outsourcing is significant, as it constitutes from 10 to 20 percent of candidate’s annual salary. If you do decide to go for that option, make sure to select a trusted agency. But hiring a recruitment agency is not the only choice to find devoted employees. You can also hunt the talent on professional meetups, conferences, and trade shows.

Research Your Role:

When hiring for an unfamiliar role, make sure you calibrate.  If you’re hiring a Head of Sales for the first time, consider meeting with well-respected sales leaders to identify what ‘good’ looks like.

Widen the scope of your advertising:

It’s not enough to just place an ad in the Help Wanted section of the local newspaper anymore; your chances of attracting the employees you want will be much better if you broaden your advertising. Place ads in places such as job Web sites and college/university campus boards, for example. Advertise in other towns or cities.

And if you have other employees, don’t forget to get them involved in the employee recruitment hunt. You can, for example, offer signing bonuses to those who successfully refer a new employee.

Sell the Role’s Difficulty:

The best candidates for smaller growth companies are those who are driven and love a challenge.  One panelist offered this counter-intuitive advice:  “Tell them how the role will be difficult, and gauge their reaction… the right person will be energized when they hear that.”

Recruitment is always a two-way street. The candidate needs to impress you, but in return, you need to attract your candidate to make him want to work with you.

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