3 Tips on Improving Employee Recruitment for Small Businesses
In the United States, 3 million employees quit their jobs every month.
As a business owner, this is the kind of stat that gives you sleepless nights. There’s nothing okay about such a high number of workers leaving their position. It means almost every month you need to fill a position and as you know, recruitment is costly.
However, the truth is there’s not much you can do to stop a worker who wants to quit. The right thing to do is to focus on improving employee recruitment in your organization. This way, you’ll rest easy knowing you have the capability to hire quickly and efficiently as needed.
Here are a couple of ideas to help you improve your recruitment strategy.
1. Don’t Be Caught Napping
As with many things in life, preparation is the best strategy when it comes to recruitment.
Part of preparing yourself is to embrace the fact that employees will always leave. Even if your employee retention rate is impressive and workplace happiness is on the roof, workers are going to quit.
Embracing this fact is key to avoiding being caught unawares. With this mentality, you’ll always be minded to put in place a recruitment strategy that kicks into motion once an employee quits and you need to replace them.
2. Build a Recruitment Team
When your business is small, it’s understandable that you’ll be in charge of all the hiring. But as the business grows and its hiring needs become more complex, it’s essential to build an in-house recruitment team.
In fact, it needn’t be a team if your business hasn’t reached that level. Having even one in-house recruitment specialist can improve your recruitment efficiency many times over.
Alternatively, you can outsource the hiring task to a recruitment agency in your industry. If you’re in the advertising or film business, or if your business needs to hire models often, strike a deal with a modelling agency. They’ll supply your business with the right models whenever you need them.
3. Build a Talent Pipeline
If you’ve been recruiting for a while, you certainly know there’s nothing as frustrating as going through a complete recruitment process (from crafting job descriptions and ads to reviewing resumes and conducting interviews). The whole thing can take a month or longer.
What if you don’t have a month? What if you need to fill a position immediately?
This is where the need to build a talent pipeline comes into play. A talent pipeline is basically a pool with the names and contacts of people who’re qualified to fill various positions in your firm but because the positions haven’t arisen, you can’t hire them yet. But when a job arises, your next employee could only be a phone call or email away.
To build a talent pipeline, don’t discard the applications you receive for the various jobs ads you post. Keep the qualified ones in a special folder, ready to retrieve them when needed.
Improving Employee Recruitment Made Easy
Improving employee recruitment is one of the primary goals for many organizational leaders and HR managers. There are several steps you can take to improve the process, but these are the key ones. Put them to use and you’ll see big changes.
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