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Consider These 5 Strategies to Find Your Next Employees Featured

Consider These 5 Strategies to Find Your Next Employees "Festive holiday office party in #WindowsUglySweater Softwear by @Windows\n\n"

Employee recruitment is one of the most effective ways of growing a small business. Getting the right group of employees enables you to serve your customers better and more, and even expand your production and reach. Although hiring can be a game-changer, it can also be challenging and can be a disaster to your organization if not correctly done. This is the case, especially for small business owners who have no experience identifying, interviewing, and selecting the best group of employees for the job. Apart from these, finding the right employees also need time and money, neither of which most small businesses have. While this can be the case, there are various strategies that you can employ to ensure you get the recruitment process right. Here are five strategies that you should consider when finding your next employees:

  • Write a catchy job description

Writing an attractive job description matters a lot to potential employees. Sadly, this is an area that most small businesses have failed to crack. Although you must ensure that your job posting has all the information needed by applicants, it must not look like a legal document. It should rather be attractive and informative at the same time. It should be brief and to the point. Strike a balance between being succinct and giving the necessary information. Include a paragraph that draws applicants’ attention and what makes your organization the best. Also include information on the nature of work, skill requirement, and education level. All these will attract the interest of the applicants.

  • Persuade with benefits

According to research, benefits are excellent motivation for potential employees. While some might think that benefits are only financial, it has been discovered that non-financial benefits are sometimes more persuasive during hiring than financial ones. For example, when it comes to choosing between higher-paying and lower-paying jobs, over 80 percent of the respondents fall for the one with higher insurance, even if it pays lower. Other benefits that are considered are vacation time, remote and flexible working hours, among others. As a nonprofit, you might not be able to pay a higher salary than large corporations with big budgets. However, you can offer a competitive benefits package that your employees can fall for. Analyze the candidates you are targeting and come up with benefits you believe will appeal to them.

  • Be diligent

Always respond to resumes, phone calls, and applications quickly regardless of the conditions. This ensures that you get the best talent and reduce the piling up of applications, that can cost you the best talent as you rush to meet the deadline. Responding faster to phone interviews will make you appear more professional and committed. The longer you wait, the higher the chances of the candidates moving to other job openings.

  • Look for new graduates

As a small business, you always want to look for talent with the lowest and affordable pay demands. You can get this by looking for qualified new graduates. These individuals possess the right skills that skilled workers have but are not too demanding than experienced ones. This gives small businesses a chance to get top talent at a discounted rate. Furthermore, fresh graduates are still interested in work and can even do better than those working for long.

  • Look for soft skills

As you look for the right educational qualifications, there is one area that you must never overlook-soft skills. Soft skills are as necessary as academic qualifications and are even becoming highly sought after by organizations. Look for candidates who are team players, self-motivated, and with the right DNA to motivate others to deliver results. These are the characteristics that cannot be obtained from education but are innate.

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Scott Koegler

Scott Koegler is Executive Editor for PMG360. He is a technology writer and editor with 20+ years experience delivering high value content to readers and publishers. 

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