Get Started: Recruitment Tips For Your Small Business

Hiring For Your Small Business

Most business owners will tell you that their business is nothing without the people behind it. Having a talented and dedicated team on board makes all the difference with things like providing exceptional customer service, drawing in return visitors, and the seamless running of day-to-day tasks.

However, when it comes down to recruiting skilled people for your workforce, it isn’t always easy. In fact, reports have shown that the most common concern among SMEs is finding the right people for their business. And two thirds of business owners find it hard to hire qualified staff or keep existing talent in the company.

With this in mind, here are a few tips to help ensure your business gets it right:

 

1. Write a targeted job advert

Job Adverts

Writing a job advert that attracts the right candidates not only means you’re more likely to find that perfect match but also means you’ll spend less time sifting through irrelevant and unsuitable applications.

To write a targeted job advertisement, make sure you include:

  • A brief introduction to your business and its mission / vision
  • The job title that you’re hiring for - make it compelling and relevant so that it shows up in searches
  • Location
  • Salary (or salary range)
  • Company benefits
  • Contract hours (part-time or full-time)
  • An outline of the role and responsibilities - be transparent and upfront about your expectations
  • Key requirements - make sure you list any necessary qualifications or physical requirements so that only eligible candidates apply
  • Details on how candidates can apply for the job e.g. where and how they need to submit their application

And remember, culture fit is equally as important as skills and experience. You should be looking for candidates who are able to interact with customers, get on with other staff members, and who are able to understand and convey your business values and objectives.

 

2. Get the word out

Promote Business

Once you have your job posting, you’ll need to start advertising it to spread the word! You could try posting it on online job boards such as Indeed or Gumtree where you can post listings for free. There are also a number of industry specific job boards such as Caterer.com which lists all the latest hospitality jobs. And don’t forget about posting on your social media channels! Not only is it free, but statistics have shown that 1 in 4 job seekers use social media as their primary tool for job hunting. Plus, your posts can be easily shared and forwarded onto other potential candidates to expand your reach.

If you want to take things offline then how about advertising your current vacancies in store with posters? This way, your post is likely to be seen by a large volume of your customers who could already be familiar with your business!

 

3. Make the most of referral schemes and incentives

Referral Schemes

Another way to get great people into your business is to encourage your current employees to recommend people they know. This has many benefits for a business and can have a huge impact when it comes to cutting down on recruitment costs and time spent looking through CVs. Candidates coming straight through existing employees are also more likely to match your requirements as they have already come personally recommended. To help encourage this, many businesses have referral schemes in place where they reward their employees for each successful recommendation, usually with a cash or reward bonus.

 

4. Think about seasonal hires

Seasonal Hires

Some industries rely on seasonal hires to get them through their busiest seasons. To help this run smoothly, recruitment needs to start well in advance e.g. recruiting for positions starting in summer should begin around February or March and Christmas recruits should start in August or September. If you think you’ve left it a bit late then try and save yourself some time by conducting interviews with groups of candidates at a time (this is also great for seeing how people interact with each other) or going through an external recruitment agency.

Although you’ll be looking for people to work on a temporary basis, you should still treat them as if they are permanent full-time staff. These employees could prove to be a valuable addition to your workforce and staying on good terms with them means you can either keep them on after their contract is over or recruit them again in the future. After all, think how much you time you would save on resourcing and training!

 

5. Offer training and skills

Training

Offering training and opportunities to upskill can be a huge draw for job seekers. Whether it’s on-the-job learning, in-house learning, training days or workshops, allowing employees to develop and work on their skills will have invaluable benefits for both parties – you’ll get the best from your employees and they’ll develop the skills and confidence they need to make their job more satisfying and enjoyable.

Being vocal about the training you provide can also help to enhance your reputation and positively impact your brand, making you a desirable option for ambitious workers. Plus, it could help with employee retention as your staff will feel more valued and motivated to learn as part of their role!

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