Member Article

How to recruit for small businesses

Finding the right people is a huge challenge for any growing business but for small companies the task is even greater.

Rightly or wrongly many candidates believe their prospects would be better if they joined a large corporation rather than an SME. Daniel Thomas, who employs a small team at his online hot tub business Danz Spas, shares his top tips when it comes to recruiting talent:

“Recruiting and getting the right people to come and work for your business is just as vital as managing finances.

“If you want to find the best candidates it’s imperative that you make recruiting a priority and set-aside time for the task rather than just taking the first person to come through the door.

“I have found the best candidates by targeted online advertising and I never use recruitment companies because they are expensive and, in my experience, ineffective.

“By following a few simple rules, you too can make the process as painless as possible.”

1. Make sure your job description stands out

When recruiting, your job description should be simple, however make sure that it stands out. When you’re listed on a site amongst other job adverts you want your job to be the one that your candidates have as their top choice.

To make people enthusiastic about the role you’re advertising for, try and use words like “not your average” in the job title because it makes the role sound interesting to people.

2. Make sure you show the culture of your company in your advert

When you write an advert for the job role you’re looking to fill, try and reflect what the company is all about. That way when people apply, you can tell from their cover letter that they have understood what the brand is all about, which makes it easier when picking applicants for interviews.

3. Don’t go in to too much detail

It is important that when you are writing a job advert you make it simple. There are always going to be aspects of a job that people dislike, so just give a broader view of what the applicant can expect to be doing.

If they are interested in the job it is something that the applicant can ask at the interview stage, so avoid making the advert long and off putting by overloading with information.

4. Don’t give too much away

In order to make sure you see a true representation of any applicants, make sure that you don’t go in to too much detail in your advert. This will mean that when they applicant comes to an interview they don’t become false by going out of their way to be the perfect candidate.

This way you will able to see applicants true colours before you invite them to an interview, and you’ll know if they’ve taken the time to research your brand.

5. Try headhunting

Headhunting is another method that can be extremely effective when it comes to recruiting. If someone else has recommended a candidate then you know that they’re going to be good, what they’re going to be like and their previous experience.

However, it is important to remember that just because they have worked well at a previous company doesn’t mean that they’ll be just as good doing your job, and you might find someone even better by opening up the pool to those you don’t know.

6. Avoid recruitment agencies

I always use online jobs sites which target my sector rather than recruitment agencies. My experience with agencies in the past hasn’t been good. They are expensive to use and tend to overload you with unsuitable candidates. They may be the right option for some people but my opinion is that they favour larger companies.

7. Avoid generic candidates

When picking an applicant to invite to interview avoid people who send a generic response, as they will have been applying to several different companies without thinking about your business values. Make sure that you look at the cover letter and look for those that have taken the time to research your company.

The best candidates are those that have embraced the style of your advert and written a cover letter that matches your brand. You know then that they’ve done their homework and will fit in with your company.

This was posted in Bdaily's Members' News section by Daniel Thomas .