One of the biggest challenges that small business owners face is hiring and retaining good employees that will help your business grow.
It takes a well-planned recruiting strategy to find and retain quality candidates. And with technology advancing, a growing economy and a new generation of workers, developing a competitive edge in recruitment calls for more creative recruitment strategies. Here are 6 dos and don’ts for ambitious, fast-growing SMEs.
DO: Consider less experienced staff who are aligned with your values
Hiring employees that don’t mesh well with your existing company culture leads to poor work quality, decreased job satisfaction and a potentially unhappy office environment. So why do we so often get it wrong? Usually because we can quickly become attracted to great talent or experience rather than the ‘soft’ skills that align with your company values.
DO: Establish and make known your company values before you start interviewing
Company culture can be borne out of two ways. It’s either clearly defined by the leaders of the business, or it comes from the beliefs, experiences and behaviours of your staff. Either way, make sure your company values and culture of the business are clearly defined (and indeed apparent) when a candidate comes for interview. What makes your company tick can make or break a candidate’s decision to accept your role.
DO: Be creative with your job ads
Writing a compelling job description to lure the ideal candidate is a fine art. Begin with an attention-grabbing first paragraph that clearly states who you’re looking for, what they’ll be doing, and why they should want the job. You should also include your company values, a bit about the workplace and what’s great about being employee.
DO: Make sure you and your managers are skilled in how to interview effectively
It’s all too easy to get side-tracked by someone’s personality whether positively or negatively, and this can skew how well you assess that person as a potential fit for both the role on offer and your business. It is therefore important to invest in training for anyone in your organisation who has responsibility for recruiting.
DON’T: Rush the interview process
By putting more time and strategic thought into the interviewing process, you will be better equipped to fairly and accurately assess each candidate’s suitability, and therefore increasing your chances of making the right hiring decision. Call upon other trusted employees within your business to offer their view on the shortlist of candidates.
DON’T: Stop work once the candidate is hired
A new starter’s onboarding process is critical to the success of the role. Take the time to set up a thorough, relevant and engaging induction process, and send it to your new starter before they join your business. Prioritise spending time with them to bring them up to speed with their responsibilities and organise regular check-ins in the first few months to find out how they’re getting on.
Many organisations find the task of finding and engaging top talent a challenge. As a small business, it’s vital you work with a solid recruitment agency who can guide you through the process and help you to secure the right candidate for your business.