With small to medium enterprises (SMEs) looking to recruit over half a million new staff over the coming year, it is more important than ever to assess recruitment techniques in order to attract the best candidates.
Big Names Give Top Tips
The increase is SME hiring has been a hot topic for many industries, in particular the worlds of recruitment and media, with these both receiving attention from The Guardian’s Small Business Network. Stating that the amount of recruiting is set to rise considerably for SMEs has prompted a wave of advice on how best to ensure the best candidates do not slip through the net. The particular risk to SMEs is the initial expense of recruiting and the prospect of hiring the wrong candidate. The latter can be a costly mistake to make both financially and in terms of wasted time. Small businesses are often lacking in spare funds to spend on lengthy recruiting procedures and staff are often needed at short notice which affects the productivity of the company as a whole.
The prospect of assessing and updating recruitment techniques may seem like a nightmare, however it can be achieved with a measured approach. Using knowledge of the position advertised to target specific candidates and being honest in your advert is a proactive way of ensuring you reach only the people qualified for the job. Recruiting through local universities, for instance, is a great way to educate graduates about relevant work opportunities.
Utilising Social Channels
The solution for SMEs could be the utilisation of inexpensive mediums they already use. Social networking sites are excellent platforms not only for promoting a brand but also attracting candidates. People who follow the brand via social media are already expressing an enthusiasm for the business and it therefore makes sense to look within these networks for potential workers. Professional networks, such as LinkedIn, are already widely used and well-established, however social networks like Twitter and Pinterest engage with users outside work, allowing the search for potential candidates to be more expansive – and passive.
If a business lacks a general online presence, it not only makes it harder for customers to engage with the brand, it also gives candidates a harder time visualising themselves as part of the company. Most companies have an online profile on at least one social networking platform, making research by candidates into their reputation a lot easier; a good website and online presence gives a business a contemporary and vibrant feel.
Low Cost Recruitment Agencies
Should the idea of doing everything oneself seem too daunting, SMEs can also benefit from using online recruitment agencies to offset the expensive costs that can be incurred through in-house recruiting. As these agencies are based entirely online, there are lower overheads and the savings can be extensive. RecruitmentRevolution.com even offer a pay on hire deal which can reduce the cost even further.
Small to medium-sized businesses need not compromise on the quality of their staff and can utilise many channels in order to find the best individuals for their positions. Taking a deeper look at how you advertise jobs as well as a targeted approach to finding your key demographic can be great steps towards a more productive business with scope for growth.
Castle Hill House