3.Jul.2022 About Us | Contact Us | Terms & Conditions

Are you on Facebook? Please join us @ The New Black Magazine

Search Articles


Things To Consider When Recruiting For Small Businesses

By Business Desk

Tuesday, June 4, 2019.

A company's success is all down to the choice and effort from the right people with the right skills and the correct delegated workflow. Whether you work within a company or run your own, there will always be a common link with what the business stands for, with its ethics, standards and working environmental procedures. Usually, positions open up within a company for a number of reasons, growth, i.e opening a new office or factory, temporary increase in production or even consolidation of odd jobs, etc. After all, a business is like a family so it is only right to be sure of choosing from a number of applicants and deciding the right candidate. In most situations, the ‘Human Resources’; or ‘HR’ department will be involved in hiring and maintaining an efficient induction into the company for all positions filled with its new employees.

Be Patient

Some businesses can take a long time recruiting the perfect candidate. It can take a limited amount of resources for the business to attract the right candidates and will consider it important to invest time in this process. A Great way to cut the number of resources spent on advertising is online. From outlining the key responsibilities and specifications to creating a desirable job description can all be done with registering accounts with the big online Job Sites. This can reach a vast audience through a variety of social and recruiting platforms, which result in far greater applications being submitted online.

Consult Your Colleagues and Other Employees

If your business is just starting up, It might become apparent that when it is time to make a decision with the applicants, you may need some help. Somewhere down the line and depending on how established your business is, you may want to seek some counsel from other members of staff which might actually know more about the needs and expectations for the position. Your seasoned employees should be considered as somewhat ambassadors for the business and their opinions might be beneficial in hearing, for example,  in the result of a specialized position being filled. Making recruitment the responsibility of your team, to source and hire the right candidates, helps you manage and promote staff working as part of a team. Once a new member of staff joins the team, this ethos may help them settle in as the existing team will already be somewhat invested in their skillsets.

Get Online, Get Social

When there's a position, It’s time to spread the word about it and the upcoming prospects of joining your company. One of the most effective ways to advertise an employment prospect from a personal point of view is to use social media. How you go about this will depend on your product, service, industry and who is needed to hire. Linked In is a social network aimed at providing people with a medium to appear online professionally to help boost their application.

Photo by Cytonn Photography on Unsplash

Recruiting Is An Investment

With finances being at the back of each Managing Director minds and that the average notice period is roughly four weeks, it is important to plan the recruitment well in advance to minimize any problems the company might face to wait to get the chosen candidate through the door. This means projecting a financial forecast, working out the costs for everything from the recruitment process, from drawing up a job description to conducting interviews and even training, other employee wages for sourcing, maintaining and/or screening the submitted applications, not to mention other indirect costs such as job advertisements and of course the salary; There’s a lot to do! It is common to set the cost of all of this against the Return Of Investment you’ll expect from a new employees position being filled when work begins.

Keep It, Professional

When the applications have been screened and vetted for the best suitable candidates that are right for the role, it's time to make your company and the job offer desirable. This doesn’t mean you have to offer bonuses and benefits or give promises that are way beyond the financial capabilities of the small company. It simply means you’ve got to be direct with what you expect with the position being filled but through a positive, honest and ambitious medium. Clearly, within the job advertisement, you’ll have already outlined your company’s brand and mission statement will help you to attract people that this resonates with.

Some candidates may not be considered when taking the application to the next stage. This may also be the second or third time they have applied for a position within your company and were again unsuccessful. Being in the nature of business and employment, it is good working practice to be professional. Responding to your applicants is always deemed as showing mutual respect from the business, in regards to rejecting their application. Informing them of this, in principle can be difficult but it is better to offer closure to the applicants than to leave them to follow up themselves. Having an automated email service to send the job rejection email is simple, timely and paperless.

Brush Up On Your Interview Skills

After the process of choosing the potential candidates, comes interviews. Don’t scrape together of questions from the internet’s fountain of wisdom, spend time shaping the questions with colleagues, tailored towards problem-solving within the specific job role and what you want and need from the successful person in that position. Start the interview off with questions from your conclusion of the candidate’s CV that you noted beforehand. Note down any interesting key points of their previous experiences that you want to know more about. This can be anything regarding their professional history. This will help you understand their skill set and how they will fit into the existing team. Don’t be afraid to ask them some non-work related questions that may also be to do with other colleagues.

Update Your Business Insurance

Depending on where you are based the world will depend on laws and legislation surrounding businesses and trade. Though the world economies are similar than likely need employers insurance. For example, if you’re an employer in the USA, in most states if not all, it’s a legal requirement to have some form of Employers’ Liability Insurance. This is needed if you have one or more people on your books. This includes all sub-contractors, part-time workers and zero-hour contracts. This is another extra cost you might need to consider before you commit to investing in recruitment.

What Else Do You Think Would Help The Process Of Recruitment And Induction? Please Let Us Know In The Comments

Things To Consider When Recruiting For Small Businesses

  Send to a friend  |   View/Hide Comments (0)   |     Print

2022 All Rights Reserved: The New Black Magazine | Terms & Conditions
Back to Home Page nb: People and Politics Books & Literature nb: Arts & Media nb: Business & Careers Education