10 Efficient and Effective Recruiting Tactics
– As a small business, your company competes for job candidates with larger firms that may have in-house recruiting managers. To gain the attention and interest of top candidates, you need to implement creative recruiting strategies. The following ideas can help.
- Network and tell your company’s story. Someone who hears about your firm at an industry conference, after-work meetup event, community event or local coffee shop may be the job candidate for whom you’re searching.
- Keep a file of promising prospects. You may interview candidates for an open position who aren’t the right fit for that job, but who nevertheless have a wealth of desirable qualities. Keep them in mind for future openings.
- Leverage your employees. Referrals are a great way to hire, and your employees know what traits and skills are important in the positions they interact with. Offering an incentive for referrals can help bring more candidates forward.
- Highlight the position’s difficulty. It sounds counterintuitive until you think it through. The best candidates for small companies are those who are driven to succeed and love a challenge. Tell prospective employees how difficult the job is, and gauge their reaction. The right candidate will be energized by the challenge.
- Emphasize the benefits of working for a small company. Typically, small firms are more flexible and large firms are more rigid. Working for a small company may also enable a wider variety of experiences, more input into the company’s development and closer relationships with customers and co-workers.
- Embrace mentoring and coaching to attract millennials. To attract the largest generation in the U.S. labor force,* be sure you’re prepared to help them advance their careers, and say so in your job posting.
- Write a great job posting. Read reviews of job positions similar to the one you’re hiring for on sites like Glassdoor to learn what workers often don’t like about the job. If your company doesn’t have those negatives, play it up in the job posting. For example, if a common complaint is feeling disconnected and your company is tight-knit, highlight that as a benefit.
- Appeal to hearts as well as minds. Job seekers weigh pay and benefits, of course, but they also consider the company’s culture and whether the position can fulfill their need for meaning and purpose.
- Post openings on niche and broad job boards. You’ll find a niche job board for just about every position you can think of. But be sure to post on bigger, broader job search sites like CareerBuilder, Monster, Indeed, Glassdoor and SimplyHired, too, because not all job seekers regularly visit the niche sites.
- Target people who aren’t actively seeking a job. “Passive candidates” — those who aren’t looking for a new job but would consider an offer if it came their way — form a larger pool of potential job candidates than job seekers. But they won’t be checking job boards, so expand your search to social media.
Rely on Our Experience
Running a small business requires wearing many hats, including recruiter. Fortunately, you have a solid partner to rely on in PeoplesBank. We can offer assistance and guidance in many areas of your business. Contact a member of our lending team to learn more about our business banking services today.
* Source: Pew Research Center, May 11, 2015.