Unlike large companies where owners and CEOs rarely invest their personal time and effort into hiring new staff members, your small business growth process requires your own participation in the process. However, with a lack of HR experts by your side, or the first-hand know-how to tackle interviews and the legal aspect of onboarding new people, it can become more of a burden than a pleasure.
In order to prevent and cope with all the potential obstacles you can encounter, you can adjust your hiring process and increase your effectiveness over time, so that the time and effort you invest in the endeavor will pay off greatly down the line and ensure choosing the right people hassle-free.
1. Use social media and digital trends
From the point of you of your future employee, it’s essential to keep your company visible on the digital plain, meaning that your entire presence should be optimized for all devices, user-friendly, easy to navigate and fast to load. If numbers are anything to go by, you should tailor your web presence to the market: 78% of Millennials look for work on their phones, 73% of Gen X and 57.2% Baby Boomers do the same, and all of these numbers are on the rise.
With that in mind, you can also use the fact that social media has become the go-to source of information, making connections and engaging consumers with the brands. Post your job ads on every network you have, encourage your followers to share and make some noise on the right pages to get in front of as many potential candidates as possible.
2. Divide and conquer your elimination process
If you’ve taken the right steps in terms of getting the message out there, you will probably soon be flooded with emails from applicants and hundreds of CVs waiting for your approval. And without a helpful manager to sift through all those applications, you need to be smart in order to avoid wasting time and resources on checking out every single candidate only to pick three for an interview.
First of all, be specific on what sort of information you’re looking for in a CV, and if you are truly dealing with hundreds of resumes on your hands, then an applicant tracking system such as BambooHR, which will do the first round of eliminations for you. Then, move on to the second layer of phone interviews, and invite only a select few for a face-to-face conversation to make a final choice.
3. Use rigorous screening
After you’ve gone through the first line of defense (or if the ATS has done that for you), it’s time to go into the details of the CVs you have selected to consider further. Don’t be afraid to reach out for their references, ask for more information, and check if their licenses are still valid, you never know what you can learn.
It’s good to have a second pair of eyes review the same applicants, simply because you might miss certain details that may determine someone’s employability. Focus on actual pieces of their previous work, take notice of their previous behavior, whether they show a high rate of retainability or they tend to switch jobs too often. And in addition to their main skills, consider their “human” qualities that will affect the job as well, from their punctuality, to their emotional stability.
4. Employee or freelancer?
Small businesses cannot afford to waste resources on redundant workers, and with the growing pool of freelancers filling the gaps in the market, you can easily hire project-based and short-term if your company would benefit more. If that’s the case, go through safe, reputable sources such as Freelance, Upwork and other platforms that have their own built-in contracts to ensure employer and employee satisfaction and compatibility.
On the other hand, if you need a committed employee, and you have finally found the perfect match, you can make them a written offer by sending an employment letter where you can outline the key aspects of the contract and your future engagement. Consider it a digital form of the official handshake that confirms your cooperation.
5. Make yourself appealing
Don’t forget that you are also in the spotlight of your candidates and that they will evaluate you and compare your offer to other available jobs out there. And no matter how small your business may be, even if it’s a lone-wolf operation in its infancy, you can make your open position as appealing as possible, in order to attract the right kind of applicants.
In addition to letting them know what the job entails, you should also focus on what you can do for your future employee: will they have the opportunity to advance? Get training and enrich their education? Travel, perhaps? Whatever it may be, it could be the “edge” you need to get the best of the best to send their CVs to you instead of your competition.
Luke is a fitness and health blogger at Charles Sledge and a great fan of the gym and a healthy diet. He follows the trends in fitness, gym and healthy life and loves to share his knowledge through useful and informative articles.