Recruiting Guide for Small Businesses
By: Recruiting Specialist
When it comes to a thriving small business, the key to success can be found at the core of their business: the talent. But attracting great candidates is no small feat for small businesses that must squeeze every drop of productivity out of lesser budgets and compete against much larger, well-funded companies for high-caliber workers. Community, online sourcing tools and widespread acceptance of social media as a tried-and-tested recruiting tool has led to these small companies gaining access to a much larger audience than ever before. Here are several ways small businesses can take advantage of online resources and other tools to maximize their hiring process.
1. Online job postings One of the most affordable methods to recruit candidates, developing an online job advertisement is still the best use of limited budgets. You can target who you want to advertise to, such as specialized groups or diversity candidates, and also reach hundreds of job seekers with a single posting. The job description should include the job title, the appropriate department name, and the person to whom the new hire reports. The first paragraph should encapsulate the job expectations, with a bulleted list of duties and responsibilities following. This will be the most important part of your recruiting strategy, because the information here will determine who finds your job posting in searches.
2. Referrals With budgets limited due to business size or economic factors, small business owners should look to current employees not only as an important referral source, but also as candidates for internal positions - whether they be promotions or lateral moves. Individuals within an organization are usually the best source of talent or talent sourcing, as they can make referrals for other job applicants.
3. Ask customers Sometimes your customers are the best source of recruiting talent. Inform others about your hiring needs and be open to referrals from customers themselves, who may be able to line you up with candidates with the specialized skills your business requires.
4. Local schools Whether you are seeking applicant with a specific education or trade employees, look to your local institutions to source employees. College students are a good source of part-time jobs or entry-level openings, while vocational and technical schools can line you up with job seekers who have specialized trades.
5. Plot your social media strategy Whether you want to Tweet, Facebook, or get LinkedIn with candidates, social media is an excellent tool for both small and big businesses. Not utilizing one of these tools will put you at a disadvantage, since many job seekers are turning to social media to find their next opportunity. Plus, many of the tools they promote are free. Look at each social media channels and see which one is right for your particular business. It can be as simple as posting the job opening on the right social network for you.
If you are not registered with us, register today at America's Job Exchange, and begin your online recruiting now.
Don't miss the 2018 ILG National Conference in Anaheim, CA 7/31 – 8/3. AJE proud to be a speaker and exhibitor at the premier industry event.
Affirmative Action planning is a critical piece of any OFCCP compliance program. AJE has an exclusive partnership with OutSolve to provide support in this key area.
Need More Information?
If you'd like to schedule a demo or are interested in any of our OFCCP, diversity or recruiting services, submit the form below and an AJE team member will contact you.