There are many perks to owning or working at a small business. Studies have shown that small-business employees are more satisfied with their jobs than the overall workforce, while owners get the satisfaction of growing their own company. However, one challenge that small businesses frequently face is how to recruit, screen and hire the best talent.
A recent study from SCORE, a nonprofit organization that mentors small businesses, showed that 42 percent of small-business owners cited hiring new employees as their top challenge for 2015. Smart hiring can be an uphill battle for these companies if they are not familiar with online recruiting, are not partnering with a reputable background screening firm or simply do not have the necessary resources to dedicate to essential hiring functions.
Small-business owners who want to revamp their hiring processes for 2015 should consider implementing some of these smart hiring practices.
“44% of recruiters find better candidates through social media.”
Leverage social recruiting
Companies that have active social media sites can use these platforms to attract qualified candidates in less time. Jobvite’s 2014 Social Recruiting Survey showed that 44 percent of recruiters believe social platforms improve the quality of their hires, and 34 percent said these strategies helped them hire workers in less time.
Small businesses should use social media analytics to figure out which platforms – be it Facebook, Twitter, LinkedIn or Google+ – are the best for promoting job openings. This will help to attract candidates who are not only qualified for the position, but already interested in and familiar with the company.
Talk up your business’s goals and culture
In the corporate world, many companies do not need to sell themselves to job seekers because they already have brand recognition. However, small businesses do not have this advantage. Job postings need to effectively engage viewers and prompt them to take action, so small-business owners should be sure to talk up their companies’ goals, values and culture.
Particularly memorable job postings might discuss how an employer is making a difference in its community, opportunities for workers to further their skills or how the business is poised to grow in the near future.
Be honest about company challenges
Employees at small businesses tend to wear numerous hats, and it’s important to find candidates that do not shy away from challenges. For this reason, it is often best to be upfront about the problems facing the business during the hiring process. This will help small-business owners weed out job-seekers who may not be as serious about becoming an integral part of the company culture. Interviewers should explain how the new hire will be expected to handle company challenges and how the position will help the business grow and thrive.
Complete thorough background checks
Some job applicants may look good on paper, but that does not always mean they have pristine backgrounds. This is why it is essential to complete thorough background screening on all candidates before you make a final hiring decision. After all, experts estimate that a bad hire can cost a company 30 percent of the individual’s first-year earnings.
One way that small businesses can ensure that they are conducting accurate and affordable background screening is to partner with a reputable consumer reporting agency like Global HR Research. There are different Web-based background check, talent management and human resource development solutions available that are tailored specifically to meet the needs of small businesses.
Hiring is the most important thing you do. Trust it to Global HR Research. Find out more by calling 1-800-790-1205 or visiting the GHRR website today.