Recruiting for a Small Business

Recruiting For A Small Business

For small businesses or start-ups who are looking to take on some new staff, the world of recruitment can sometimes seem like a daunting place. Fortunately, here we have a few tips to help you navigate the minefields of job boards, recruitment specialists and astronomical agency fees to help you source the best possible candidates for a reasonable price.

Reaching a larger audience

The first common problems can often be the difficulties in reaching enough candidates for each vacancy and having access to a wide pool of talent. Advertising any positions yourself by using methods such as job boards or social media can be effective, but it is time-consuming, expensive and you still may not have the networking skills to ensure that a sufficient number of potential employees are aware of the job opportunity. By using the services of a flat fee recruitment specialists agency, you only have to pay a small fee to advertise each role across thousands of job boards and social media whilst you can also benefit from an SEO-targeted job advert and preliminary screening of potential candidates.

Company Brand

So you might not be a household name – not yet anyway – but there are other recruiting strategies you could use to convince candidates that you’re a great company to work for. We’ve previously mentioned the importance of promoting your company culture online; and it’s especially important for small businesses. Whilst candidates will naturally be drawn to large competitors, they could similarly be drawn to smaller companies who have built up a strong company reputation using social media. As luck would have it, eRecruit Solutions offer a client branded advert as part of their online recruitment services, so you can ensure that candidates always know which company they are applying to from the start.

Take your time

It may sometimes seem like time is of the essence when recruiting new staff, but it is often much wiser to take your time and minimise the risk of hiring an unsuitable candidate. Again, this is even more important for small businesses, where the cost of replacing a bad hire could be financially damaging. The CIPD estimates that the average cost of replacing an employee is £4,800, and that’s discounting hidden costs such as training, management and lost business opportunities. Although it is always difficult to be 100% sure that a candidate is going to be the perfect fit for a company, slowing down the hiring process can help to improve your chances of a good hire.

Tap into your talent pool

Although small businesses will generally have a small workforce, each hiring process you go through will add to your potential talent pool. Even if you have hired someone and soon realised that they weren’t quite suitable, instead of going through the whole recruitment process again a better option would be to evaluate the process of your previous hire. Refer back to the final shortlist of candidates that you interviewed and re-evaluate their strengths and weaknesses: if you found that the person you hired was lacking in certain key areas, other people that you shortlisted may have held some of those key skills and may be a better fit for your company.