Talent acquisition has never been a breeze, and it looks like it will be one of the most crucial and complicated aspects of business in 2022. Although growing unemployment has given small businesses access to a larger pool of willing workers, competition for top talent is fiercer than ever.
Both job seekers and recruiters will need to put a lot of effort to get their desired results. For prospective employees, this means that they will likely have to improve their qualifications, really sell skills during the application process and keep an eye out for job openings. As for recruiters, they will need to put a lot of work in sifting through applications, evaluating candidates, performing thorough DBS checks, and interviewing worthwhile candidates.
The increased workload can put a lot of stress on both sides – especially the recruiter. Unfortunately, there’s no way to avoid that entirely – but there are ways to alleviate the situation.
Look for Possibilities to Hire Internally
Internal hiring is a standard practice for large corporations and even medium-sized companies, but small businesses would do well to consider it too.
Small companies can end up in desperate need of an employee to fill an important position or take up a job that involves a lot of responsibility or dedication. If this is your case, consider the talent you already have first and foremost – it may well be that one of your current employees can fill that crucial position.
Internal hiring inevitably leaves you with a vacancy in another spot. However, if you think that the worker can perform adequately in the new position and it would be easier to fill the old one, this move is definitely justified.
The benefits of internal hiring are many and varied. For one, the recruiter is already familiar with the person being hired, which cuts down the time and costs of the task dramatically. It’s also easier on the employee since they are already familiar with the culture and practices of the business.
Get Your Employees Involved
Chances are that, as a small business, you won’t be able to satisfy all your pressing recruitment needs with internal hiring and sideways or vertical promotions. The next best thing to do is to ask your employees to come up with references of people who may be valuable additions to your company.
This is another common practice in big business. Employees are often actively incentivized to engage with the recruitment process, with those who provide quality references even receiving monetary compensation for their involvement.
This method can produce good results, as employees tend to recommend people they believe will be a good addition to the company and will fit in well or have valuable qualities. References take a load off the shoulders of recruiters, but it’s important to remember that the practice can only take you so far. They are often helpful but are by no means a substitute for doing some due diligence on the recommended candidate. DBS checks and interviews are still very much in order when hiring, regardless of how highly recommended a prospective employee is.
Explore The Job Market
Whether you like it or not, the open job market is likely where you’d have to go to find talent as a small business owner. Familiarizing yourself with the various recruitment platforms and how they function, then using them to accumulate a pool of applicants will likely be a hassle. Sifting through large volumes of applications is also part of the picture, and there’s no real way to avoid that.
Still, despite the veritable mountain of paperwork your recruiters will likely have to dig through to find prospective employees, you must enforce a high standard of diligence. Your recruiters need to be as driven and motivated as the rest of your workforce to do a good job. HR should check all relevant credentials and certifications thoroughly, interview each applicant carefully and make sure the candidate meets your requirements. Only when they do so should you proceed to the final stages of the hiring process.
Outline Expectations Effectively
Honesty is the best policy when it comes to recruitment. It’s understandable why many companies may want to present themselves in the best possible light to appeal to top talent. Unfortunately, doing so at the expense of the truth of the actual situation on the ground is tantamount to shooting yourself in the foot.
Unrealistic expectations are the most common cause of turnover. Therefore, it stands to reason that in order to minimize the chances of turnover, you should establish a policy of honesty when it comes to recruitment. Present the positions you’re recruiting for in detail – warts and all. Be upfront and direct about the duties and obligations that come with that position.
Use Data Analysis Tools During Recruitment
Sifting through a vast pool of applications can be a daunting task, even for veteran recruiters. Fortunately, there are dedicated IT-based Data Analytics tools that can alleviate that burden dramatically.
Depending on your needs and preferences, you may need to invest in recruitment and onboarding software that can streamline your hiring process even more. Employing personalized diagnostics or questionnaires can also be extremely useful if you want to spot promising candidates with minimum effort.
Establish a Consistent Due Diligence Standard
Recruitment is not something that can often be done “by the book.” Each company has specific needs and preferences when it comes to hiring, and every position in that company is also going to have a unique set of circumstances attached to it. This pretty much precludes the possibility of utilizing a “one size fits all” approach to hiring. Different people that would fill different positions need to get interviewed differently – that’s just how it is.
Still, while each case may differ, it is paramount to ensure that the level of scrutiny directed at applicants is consistent and high. Don’t let standards slip over time, or miss out on checking potentially crucial details just because you have a high recommendation for an applicant. Your research when it comes to job seekers needs to always be rigorous to ensure that you avoid turnover, as well as negligent hiring.
So don’t skip on the DBS checks, background checks, or even social media checks when they are appropriate.
Screening interview questions can also be tailored to each specific position, in order to efficiently and effectively weed out candidates who may not have the necessary qualifications or experience for the role. It’s important to make sure that the questions are relevant and consistent for all candidates being interviewed.
Prepare for Individual Interviews
Recruiters need to prepare for each interview as much as the job seeker. Having a solid understanding of the background of the prospective worker is key to successfully conducting an interview.
Additionally, keeping notes on questions you want to ask of the potential hire and details that you wish to clarify close at hand. Doing so is going to be crucial for making sure you have a productive conversation with a promising applicant.
