Getting Recruitment Right: A Guide For Small Businesses

Small or large, getting the right people recruited to work in your business is always crucial to success. Of course, the fewer employees you have, the more each one will impact on your company.

Something that makes it particularly important for smaller businesses to find the right people. Happily, there are strategies you can use to maximize the chances of doing this.

Read on to find out what they are.


Don’t leave recruitment until the last minute

One mistake that many small businesses make is that they leave it until the last minute to start the recruitment process.

Of course, it can take a while even to get a job description put together and displayed in the right place. Unfortunately, this can really delay how long it takes to get the right person to fill the position you have.

To that end, it is well worth having a general job description outline for every role you have, especially in a small business.

Additionally, having active contacts at recruitment agencies that specialize in your area can help. While using a database of past candidates to screen for people to invite to interview as also help cut down the time and effort you put in.


Do run background checks.

Next, small businesses need to get into the habit of checking the background of the people they are considering for a position before they hire them. In fact, by doing so, you can save yourself a great deal of risk and hassle in the long run.

This is because the checks like the ones on this website can inform you of any criminal convictions. Something that would make a candidate unsuitable for the post.

They will also help you check your candidate’s previous employment references quickly and efficiently as well. Something that means you can safely speed up the recruitment process and get the right person for the job in position as soon as possible.


Don’t rely on interviews alone.

Interviews can only tell you so much about a person. After all, anyone can act to impress you over an hour.

In fact, what many small businesses often find much more effective is asking the person they are considering as potential employee to come in for a work trial.

Then they can see how they actually interact with their team, and act on the job. Something that allows employers to base their recruitment decisions on hard evidence rather than just deduction.


Do consider personality as well as ability.

While ability and experience are always important factors to consider when interviewing, a potential employees personality, and how well they will gel with the team matters as well.

To that end, using MBTI tests to ascertain the personality of potential recruits before you put them through the employment process can be beneficial. In fact, by doing this, you can save yourself a lot of time and effort.

The reason being you are much more likely to get the best fit once the process has been completed.

Is your business recruiting?

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