Finding qualified candidates is one of the most challenging parts of the hiring process as small business owners don’t have time to waste interviewing prospects without the right skills for a job. With these hiring tips for small business, you can create a plan to bring in only the most competent recruits.
Find out where your ideal candidates look for jobs, and use search engines to locate job posting sites with the most visibility for your industry. In some areas, traditional newspaper ads may still be viable to bring in candidates. Jobs targeted toward the younger generation may get better visibility through postings on your company Facebook page or the job section of LinkedIn.
The right platform will only draw candidates if you craft job descriptions using enticing titles and clear details. Post an accurate description of what a day on the job is really like, including key skills required for success in the position. Bullet lists make important qualifications stand out.
Include an overview of the company culture to give prospects an idea of the atmosphere they’d work in. A good fit for any position is someone with personality traits suited to the attitude and goals of your company in addition to a strong skill set.
With a talent acquisition platform, you can create a custom job posting or career site to attract and screen candidates. These programs not only offer room for extensive customization but also let you set parameters to monitor and screen every applicant. In addition to providing clear job descriptions, you’re able to filter prospects based on specific skills, traits and competencies. Using these filters to simplify the hiring process small business owners can save a lot of time and frustration.
Before beginning interviews, work up a list of target questions to ask every applicant. Make these general enough to be addressed in the early part of the interview but specific enough to determine whether the candidate has the skills you require. If you’re using recruiting software, you can include these questions as part of the screening process and make more specific inquiries later on.
Keeping tabs on employee growth can pay off when vacancies appear within the company. Perform regular tests or skill assessments of existing staff members multiple times throughout the year, and compare the results to see the areas with the most growth. By knowing what talent you already have on hand, you may be able to cut down on or cut out the process of external hiring to find qualified candidates for certain jobs.
Once you use these hiring tips to find and recruit the talent you need, it’s important to continue to foster a supportive work environment and encourage growth with regular interaction and engagement. Show your appreciation for all your employees by supporting them throughout their careers, and you’ll retain the best and brightest for many years.
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