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Top 5 Recruitment Strategies For Small Businesses

Published: Wednesday 19th August 2015

A young boy working behind a counter in a plumbers merchant

Time is money for a business of any size. For a small business manager or owner, this often regards their own time and money. If you run a small business, naturally your time, staff and resources in general are much more limited. You might have a dedicated HR department, a hiring manager or even manage your own recruitment. To save you time and money, Zoek have put together a top 5 for recruitment strategies for small businesses.

1. Learn from the past

Before starting a new round of recruitment, look back over previous hires, procedures and practices. Take a look at how you have recruited staff and who you have hired. Note down what worked and what didn’t. Make two lists, one listing what worked, and one listing what didn’t. Try to learn why a process or step in your previous recruitment did or didn’t work, so that you can get more out of it in future recruitment processes. Develop your strategy through trial and error to leave you with a tried and tested approach.

2. Plan for the future

Plan your recruitment strategy and timetable to account for future changes in the market. Do you foresee an expansion in your market or an increase in customers? Is the economy picking up pace? If so it could be time to start thinking about, and noting down, the skills mix you will need to cope with extra consumer demand. While developing a recruitment strategy, you may have to adapt what skills a new employee needs.

3. Hiring for skills or attitude?

Which is easier to teach and learn; new skills or new attitudes? From a CV you can see a candidate’s skill set and experience but not their attitude to work. As an employer you can train for skills, using a piece of software or equipment. The skills needed for each role will evolve and change. What’s harder to change is a person’s attitude and approach. The ability to learn is important, but willingness to do so is much more important. Hire for attitude – train for skills.

4. Hire hard and manage easy

This says it all for both your ideal recruitment process and future managerial style. The recruitment process is essential in creating your winning team. If you spend more time and energy on devising recruitment strategies for small businesses, interviewing and recruiting, then management afterwards is just a breeze.

5. Allow new recruits time to become productive

Recruitment processes can be lengthy and it can take time to find the right candidate. Once you have found the perfect candidate it is tempting to put some pressure on and get as much as you can from them straight away. However, you should build in time for a full on boarding process and trial period. New sales staff may take 6 months, or more, to get up to full speed. It is also possible that they may never reach your full requirements and that you will have to terminate their employment.

Zoek is a new job searching app that can connect candidates with recruiters at the click of a button. Recruiters can Register Here to let Zoek help them achieve faster, smarter recruitment.

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