Hiring staff? Here's where to find them
So you're looking to expand your business and start hiring staff.
You’ve written your job description. It makes your business sound attractive without being arrogant. It details the skills and eligibility criteria you’re looking for. You’ve included a brief explanation of the recruitment process so that applicants can better prepare themselves for each step. You’ve even made sure to compare against the average salary in your area to be able to offer wages that rank in the highest part of the scale. In a word, you’ve done everything you could to find the best possible candidate.
So where do you begin your search?
Here's 5 places you may find your next superstar employee
Even the best of candidates will need some time to adapt after being hired. Newcomers to the business need up to 3 months to gain a full understanding of your processes and how the business is run.
This is why it’s a good idea to look into an employee referrals program that lets you approach employees with the relevant skills for the job. Ultimately, a candidate who already possesses an operational insight of your company is likely to make a difference from Day One. This will also considerably simplify and shorten the recruitment process, without mentioning that in-house recruitees show a higher level of retention.
#2. Your followers
Your social media platform allows you to give your followers a direct insight into your business, its vision and the team behind the screen. For many, social media channels act as an open door into the office and business events. It’s where you can share what you do, how you do it and what you want to achieve. Behind the scenes content, exclusive discounts and tips are some of the best reasons for users to follow your brand on Twitter, Instagram or Facebook. For a lot of small and medium businesses that have managed to maintain their personality online, a well-managed social media platform serves multiple purposes. It’s a notice board for all your latest announcements. It’s a journal of what’s happening in the office. It’s a PR tool for launches and events. And it’s a job board when you’ve got a vacancy.
#3. Foreign workers
You’ll be surprised to know that your job specs might be discriminatory without meaning to be. For instance, if you're looking for someone with excellent language skills, asking for a candidate to speak native English can exclude foreign applicants. As a rule of the thumb, rewording your job description to ensure that it is non-exclusive to small communities can make a great deal of difference. Also, applicants who have chosen to immigrate to the country can show high levels of adaptability, the ability to function in a foreign language all day, and the capacity to deal with new and stressful environments effectively.
Home-based workers are more productive than office-based staff. In fact, 70% of workers think it’s crucial for organizations to allow their teams to work remotely when and where possible. Unfortunately, too many managers fear that their business doesn’t have the necessary policies in place to empower remote workers.
If you have the policies and procedures in place, you can broaden your search in terms of applicant location.
#5. Do you really need to hire?
The most important question you want to ask is whether you need to hire a full or part time employee. You might want suitable freelancers instead who are happy to develop a partnership with your company. Most freelancers are niche experts who can deliver the talent you need at the price you want.