Find And Hire The Right Talent For Your Small Business

By Wednesday, May 17, 2017 0 No tags Permalink 10

Your success as a small to mid-sized business (SMB) and as a hiring manager is directly linked to your ability to hire great talent. No matter how hectic your day is, finding great people to fuel your growing team is always top of mind.

In today’s world, you don’t just pick talent. Talent picks you. In the candidate marketplace, talent has greater access to information, more paths to explore job opportunities, and they benefit from fierce competition for skilled hires.

Is it difficult for you to find and fill positions in your company? Or have you ever wished you had a better way of selecting a candidate that seems to align with your company culture?

Here we uncover few ways to improve how you attract, find, and filter quality talent for your organization and move them closer to becoming your engaged hires.

  1. Define your company vision. A candidate might have all the right skills and experience, but if they won’t fit with your culture, then they are not a good addition to your firm. From the start, it is important that your candidates know your mission, vision, and values. If you can show them behaviors within your culture that reflect these values, then aim to do so. By sharing your compelling “why,” you are using your culture as a tool for recruitment. It also helps those who are a right fit to begin to buy into your vision of the future.

    Taking the time to communicate the “why” behind the business, and the values your company upholds should help in filtering out the wrong candidates.

  2. Show your organization is a great place to work. Candidates in the discovery stage are starting to look for new opportunities, however, they might not be aware of your organization just yet (especially if you’re an emerging small business). By investing in your professional and employer brands, you can raise awareness about your company which will open doors for employment discussions down the road. If you build trust and affinity with potential candidates, they can picture you as their next employer.

    Make yourself and your company known. Your personal brand matters because you’re a representative of your organization, so let’s start with you.

  3. Nurture relationships with candidates. Once your target candidates are aware of you as an employer, it’s time for you to nurture the relationships and move candidates along their journey to becoming your next hires. Engage more with the candidates. Proactively communicate with them.  You can make better decisions about a person once you see how they consistently communicate with you.

    Stay top-of-mind, be helpful, engage more, communicate proactively.

  4. Test using proven assessments. Consider giving skill specific assignments, or small/ paid projects to the candidates to evaluate their ability to do the work and to do it professionally and on-time. Keep things clear. Try using the same kind of scorecard for every candidate so it becomes easier for you to compare their skills.

    Let the candidates know your expectations, operations and culture, while knowing how well the candidate might fit within your organization.

  5. Motivate and retain your new hires. Candidates applied, the interview process was smooth, the offer letter was accepted, and now you have an amazing new hire. Congrats!  But it doesn’t stop here. Empowering your new employees to take on learning opportunities is a great way to keep them happy and satisfied with their career move.  Your engaged employees are your best recruiting resource. They embody your company values and can help attract people who are also good cultural fits.

    Engage with you new hires. If you can make referring new talent easy for them, it’s a win  for you too.

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