Recruitment strategies involve a targeted effort to attract and hire top talent for open job roles in an organization. One of the core strategies for any business is attracting excellent candidates. Whether you are trying to recruit one candidate or multiple candidates there are several strategies that any small business can leverage to improve the hiring process. Hiring quality employees can make or break any business.
Below are some best strategies you can implement in your small business:
1) Share details of your job openings with your clients:
Advertising your job vacancies with your existing customers or clients is one of the best cost-effective recruitment strategies. Your current customers are already well aware and engaged with your company brand image so why not let them know that you are hiring. You can get quality candidates without spending a dollar on Advertising.
2) Return To Work Programs:
It is short term internship paid opportunity for employees on long career breaks. It is a way for professionals to return to work after more than five-year career breaks. Even big companies like Goldman Sachs started the corporate re-entry internship programs. Even seven of the Global Engineering Companies like IBM, Intel, GM are considering Re-entry Internship programs.
3) Importance of Job Description:
A perfect job description is as important as the outstanding cover letter of potential job applicants. A job description should have an excellent introduction to the employer and clear job responsibilities. This information should make a lasting impression on the employer which can drive further interest in the organization and it should not drive excellent candidates away.
4) Online Job Postings:
Online job postings provide access to targeted and specialized groups who are genuinely looking for employment. It will enable employers to reach out to hundreds of job seekers with a single posting.
4) College Recruitment Strategy:
College recruitment is one of the best mass recruitment strategies. This external recruitment strategy helps to hire interns who are bright, enthusiastic and can add value to the organization. The screening of college applicants can be conducted through Psychometric tests and behavioral interviews to find the best candidates.
5) Internal Recruitment Strategy:
Internal recruitment strategy is one of the effective recruitment strategies in reducing the overall cost. This strategy can be implemented by internal job postings and by communicating with team leads to identify the right candidates. You can also pick candidates with a solid track record and already demonstrated success in their work. The recruit-from-within strategy encourages employees to strive for excellence and improve their skills. Promotions and transfers offer employees a chance to advance within the company.
The recruit-from-within strategy encourages employees to strive for excellence and improve their skills. Promotions and transfers offer employees a chance to advance within the company.
6) External Recruitment Strategy:
External recruitment refers to the small business trying to attract top candidates from outside the organization. For entry level positions, companies can focus on new graduates from colleges and offer internship programs. Employers can conduct campus job fairs and post their requirement with career service offices in the university. You can also contact employment agencies, and you can let do the recruiting for you by providing them information related to the job expectations and requirements.
You can also contact employment agencies, and you can let do the recruiting for you by providing them information related to the job expectations and requirements.
7) Use Social Media Recruitment Strategy:
Today many job seekers are using social networks as a job search tool; you can use these social networks as a part of your recruitment strategy. You can post jobs on LinkedIn and Facebook pages.
Using social media as your recruitment platform can not only enable you to expand your reach but also helps you find great talent.Facebook is just like Linked In because it offers paid job advertising to a carefully targeted audience. Targeting advertising means a higher chance of getting right candidates applying for job role.
8) Relationship building:
Relationship building with the potential candidates is one effective recruitment Strategies.There is no way to become a great recruiter without long-term relationships with your candidates. Don’t just talk to them about the job opportunity.
Get to know your candidates.
What are the opportunities they are looking? How you can help them to reach their career goals.
By being a recruiter who cares for the candidate, you can build a relationship of trust, and you will be referred to other candidates. All your phone calls will be returned with any delay.
9) Never Sound Desperate when taking to Candidate:
There are many recruiters no matter how hard they try to cover up; they sound desperate over the phone. Maybe it could be call quotas, the pressure of KPIs (Key Performance Indicators), monthly targets it does not look professional when the client or the candidate feels that you are begging to talk to them.
10) Attitude is more important than technical skills:
Successful employers always give more importance to the attitude of the candidate rather than technical expertise. The reason behind this strategy is that Technical skills can be trained, but competencies and behavioral issues such as individual’s personality can be changed to fit the role.
11) Cost Effective recruitment strategy:
The best way by which you can reduce your recruitment costs is by implementing Employee Referral program (ERP). ERPs offer a quick solution for finding best and qualified candidates. According to research, the employees who are employed through referrals tend to stay with the company for a longer period than other candidates. Unlike other recruitment methods, which tend to attract only active candidates in the job market, ERPs can offer access to passive job seekers who are much more qualified and could be exceptional candidates for open positions.
Unlike other recruitment methods, which tend to attract only active candidates in the job market, ERPs can offer access to passive job seekers who are much more qualified and could be exceptional candidates for open positions.
12) Online Recruiting Tools:
There are many online recruiting tools which could make the job of finding the right candidate easier. Some of them are:
A) Psychometric testing:
This is the most commonly used technique for testing the attitude and suitability of a candidate. The results of these tests reduce the time to screen the applications.
B) Skills testing:
For highly technical roles you might need to know whether the candidate has the required expertise. There are many online tests available to recruiters across a wide range of technical skills. It is a great way of determining a candidate’s professional expertise.
C) Video Interviews:
Carrying out short video interviews can save your time. You can observe the body language of your potential candidate over a Skype interview. You can interview great candidates anywhere in the world without the need for them to appear for a face-face interview.
D) Applicant Tracking Systems:
Job Diva is a great applicant tracking system for tracking the potential candidates. It is a software which can pull data from all the job boards and display all profiles in one area according to your keyword search.
13) Recruitment Agencies:
Using Recruitment Agency option might sound an expensive option, but it is one of the best strategies. These firms massively reduce the amount of time it takes to recruit which can save a lot of money in the long run. Recruiters in these companies are experts in finding the best candidates. Recruiters already have access to a good number of candidates because they have their own list of contacts. Although the final decision is left to you to decide, they do a lot of work such as screening the resumes, talking to the right candidates, reference and background checks.
Recruiters already have access to a good number of candidates because they have their own list of contacts. Although the final decision is left to you to decide, they do a lot of work such as screening the resumes, talking to the right candidates, reference and background checks.
These are some of the recruitment strategies available for small business, but you have to figure which recruitment best fits your job requirement.