A Small Business Owner’s Guide To Recruiting

As a small business owner, your success depends on your ability to attract top-level talent and turn that into skilled employees. However, if you can’t do the former, the latter never happens. That’s why it’s critical to continually review and refine your recruiting strategies. Consider the following helpful tips before you get started:

1. Have Clear and Thorough Job Descriptions

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Many job posters believe that the more wordy, embellished, and jargon-filled the job description, the better. However, those descriptions tend to be more incomprehensible than anything else, leaving the applicant wondering what the job is and if they’re really qualified. This will lead to an insurmountable stack of applications submitted by unqualified applicants.

To avoid this, make the job description readable with clearly defined expectations. There should be enough simply worded information that the applicant won’t have doubts about the position’s purpose. If the description isn’t clear, simple, and thorough, the kind of applicants you want to hire will simply move on.

2. Put Some Care Into the Job Description

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Besides being clear and concise, your job description should be attractive to high-quality potentials. Here are a few tips to remember when writing the description:

• State clearly the amount of experience you’re expecting.
• Use keywords to illustrate the job expectations.
• Point out a few unique perks of working for your company.
• Use bullet points and short paragraphs to describe the job.
• Explain the salary with phrases like “DOE,” or “competitive pay.”
• Include a clear list of expectations.
• Hire a professional writer to draft the posting, or run spellcheck at the very least.

Though you’ll still have to go through a few unworthy applications, this will significantly decrease that amount and will allow you to collect resumes from the candidates you truly want.

3. Be Upfront About Salary and Benefits

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Money talks, so if you’re trying to hide what you pay, save yourself the hassle. The amount will get around to the candidate at some point, and there’s no reason to waste the candidate’s time if they’re overqualified.

It’s always a good idea to discuss the compensation early on in the interview process. The fact is, most people work primarily for the money, and if you’re willing to talk about salary freely, it’s much more likely to attract the candidates you actually want to hire.

4. Ask Relevant Questions in the Interview Process

A major part of endearing your company to employees is showing them respect, particularly for their time. When candidates are called in for an interview, don’t waste time on pointless questions that won’t get you any closer to a hiring decision.

Questions to avoid include goofy questions like, “If you could be a candy bar what would you be?” or “If you were alone on a deserted island, what one person would you like to be with?” Also, avoid questions that are hard for the candidate to answer, such as “Tell me about yourself.”

Opt instead for specific questions relevant to the position in question. These questions will include information about background, past work experience, strengths and weaknesses, and fit for the company.

5. Continually Update Candidates

Human beings thrive off communication, and if you’re leaving your candidates in the dark about where you’re at in the interview process, that’s unprofessional to say the least. You should be clear about your timeframe from the very beginning and continue to communicate with your candidates until the end.

For example, before the process begins, set up a few specific dates for candidates to remember: When you will begin going through applications, when you will begin holding interviews, and when you will let everyone know your decision. This will require sending periodic emails, which can take time, but will be worth it for your relationship with future employees.

6. Post on Multiple Sites

If you want your posting to be seen by appropriate audiences, publish your posting on the right sites. As a general rule, make it as visible as possible. Posting on one site and calling it good will deprive you of some great applications.

Seek to post your position under as many industries as possible. For example, if you’re hiring a new HR manager, you can market it under a number of different industries, including public relations, communications, HR, and even marketing. This makes your post more visible, and to a much wider audience.

7. Use Contacts and Connections

Oftentimes, gaining an excellent team is really all about who you know. Odds are you have hundreds of connections on social media sites, from LinkedIn to Facebook, and many of them can help you find the employees you’re looking for. Ask them to post your position on their social media pages or ask them if they have anyone in mind for a certain job. It’s always nice to have someone you trust make a recommendation for a job candidate, since it eliminates a lot of the guesswork and helps you hasten the interview process.

8. Market Your Strengths

Just as job applicants should play up their strengths when applying for a job, companies should marketing their strengths in job postings. Quality employees will be looking for specific things from their employers such as reliability, a great work atmosphere, a growing enterprise, and a business that relies on ethics. Think about what makes your company unique and a worthwhile place to work, and market that in your posting.

9. Make Your Company a Great Place to Work

In addition, show your future employees that your company has a great atmosphere. In short, if you want your existing employees to recommend your company to potentials, your work environment should be impressive.

This includes offering competitive compensation and benefits, personable and effective management, friendly co-workers, unique perks (such as donut Friday), and an appropriate number of vacation and sick days. These little perks can go miles in improving the efficiency and happiness of your employees, while attracting new employees to the workplace.

And Use An Applicant Tracking System!

If you’re posting a job application in 2015, you’ll be posting it online. Make it easy on yourself by using an applicant tracking system, like Recruiteze, which makes it simple to keep track of each posting, sort through the unlikely candidates, scan resumes, and contact those with potential. It’s the simplest way to efficiently manage incoming resumes and find the best candidates for the position.

Recruiteze allows you to use our applicant tracking system for FREE. Want to give it a shot? Click here to get started!

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