Elements To A Smooth Recruitment Drive


Everyone knows that you can’t take a business that far without a good workforce. This is a bit of an inconvenient truth, as the hiring process can be extremely stressful and drawn out for a range of reasons. When you’re running a small business, you’ll be up against the recruitment resources of some much larger companies, and in today’s competitive job market that’s quite a challenge. Thankfully, there are certain things you can do to enhance your recruitment drive.

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Be Open About your Needs

Within a start-up, your HR [Human Resources] needs are prone to change frequently, just like the company’s direction, goals and range of products or services. When your recruitment drive is underway, it’s a good idea to make sure you’re being open about it with all your prospective employees. If you don’t put any effort towards managing your candidates’ expectations pre-recruitment, then you’re sure to see a lot of turnover after they start working for you. The responsibilities the new hires will suddenly have to live up to can be overwhelming, especially when they’re changing drastically every couple of weeks. Make sure you’re being open about the nature of the business from the outset, so as to attract candidates who are well-prepared and even excited about the flexible nature of a start-up.

Work on Your Relationships with All Candidates

Obviously, you can’t, and shouldn’t, hire every single professional who happens to answer an ad you put up on Indeed. However, after running a recruitment drive, you’ll have a great opportunity to kindle a strong rapport with each of the prospects. When you’re running a recruitment drive for a small, unknown firm, you should be taking steps to develop your business’s reputation as one that everyone wants to work for. If one candidate obviously has ability but turns out to be a poor fit for your company, you can always salvage the situation by turning them into a brand advocate. Put a finder’s fee or some other incentive up for grabs, and encourage the people who you’ve rejected to refer other job seekers to the role.

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Get Help

You can’t do everything yourself in business, and this certainly applies to recruitment drives when your company is in its early stages. Hiring is a skill, which takes a lot of practice to perfect. If it’s your first rodeo, then it’s certainly a good idea to reach out for help. If you’re reading this before you actually get started with the recruitment process, then start expanding your professional network, and contacting people you know who have had some experience with recruitment in the past. They’ll be able to give you some valuable advice on where to find the best candidates, how to review CVs, and the right questions to ask for specific roles. If you’re a little shaky on other areas, like HR and employment law, then seek out counsel for this as well. It’s hugely important to understand the duties you need to fulfil, and what you can and can’t do at various stages of the recruitment process. If the legalese around your recruitment drive is making your head hurt, consider reaching out to employment law firms like Ellis Whittam.

Offer Great Benefits

Don’t tell your candidates anything you can’t guarantee, especially when it comes to their future wealth through big stock pay-outs. This may make them exceedingly grateful if you’re able to follow through, but if not it will only tarnish your business’s reputation. Still, you should certainly be offering benefits and opportunities which will make the candidate happier about the idea of taking the job. Even if the salary you can offer isn’t quite up to the market standard, dangling a few benefits in front of your candidates can make a huge difference to the kind of talent you’re able to attract.

Seal the Deal (Again!)

Despite what you may think, the hiring process doesn’t end after you make a job offer and the candidate accepts it. You need to carry on selling the opportunity to them through their first few weeks on the job. If they don’t feel like it’s for them and decide to leave early on, then they just have to go back to job hunting. If you decide that they’re not a good fit, then you’ll start to lose money, and will have to start the recruitment process all over again. Go out of your way to make their whole onboarding experience go seamlessly, making the new hire confident about fulfilling the role, and excited about working for the company in the future.


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