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As an owner of a professional services business, it is an accomplishment to reach the point when you need to hire more employees to meet the needs of your growing client base. The trick for most small business owners, however, is finding the time to spend on recruiting top-tier talent, and recruiting is not something you should take lightly.
The cost of a bad hire has been well-documented. One wrong hiring decision can kill productivity, damage team morale and send clients running for better service elsewhere. That is why it is important that you don't rush your recruiting efforts. Instead, use today's technology to streamline the process. Consider these popular options:
1. Expand your reach with social media.
LinkedIn, Facebook, Twitter and the like are becoming great sources for reaching potential job candidates you might not normally attract with a typical ad posted on an online site. You essentially post your jobs for free, encourage your employees and network connections to share the post, and then wait for the resumes to come in. Just be prepared for an onslaught of applicants. Weed out unqualified candidates by creating a detailed job description that highlights mandatory qualifications and paints a picture of your workplace culture.
2. Advertise smartly on job search platforms.
Posting open positions on online job search platforms seems like a no-brainer, however, you could waste your time reviewing resumes from unqualified candidates if you don't target the right sites. To reach a broad enough audience—and ensure a decent pool of candidates from which to select your new hire—post job ads on the following sites:
- Two general-purpose sites targeting the demographic you want to recruit: CareerSushi is designed with millennials in mind and showcases internships and entry-level positions, while BoomerJobs focuses on finding positions for more experienced candidates.
- Three specialty sites: One should target your industry, one should target the career field and one should specialize in your geographic location. For example, an environmental law firm in Washington, D.C., could post ads on Ecojobs.com, Lawjobs.com and DCJobs.com.
- Two diversity sites: Sites such as Imdiversity.com or Workplacediversity.com allow you to source diverse talent with a range of cultural backgrounds and language skills.
3. Streamline with software.
Once all of those applications come flooding in, you need to be able to manage them. Here are three popular software programs that simplify the processes of posting job ads and tracking applicants.
- Bullhorn: The applicant-tracking software allows you to view and edit candidate records and create notes about candidates from any device. Packages start at $99 per month.
- iCIMS Recuit: The software allows you to eliminate paper processes, enables candidates to apply for jobs on branded career portals and more. Additionally, with the click of a button, you can share job ads via career portals, social media sites, staffing partners and third-party job boards. Packages start at $300 per month.
- The Resumator. This talent-management software allows you to publish jobs via free job board integration. For high-priority jobs, you can choose the paid option with integrated pay-per-post and pay-per-click advertising. From there you identify top candidates through custom questionnaires and assessments and automated scoring. Packages start at $150 per month.
When it comes to staffing your small business, you don't want to cut corners. New employees are the future of your business, and you want to ensure that you hire the best. Protect your productivity by utilizing technology to simplify the process.
Copyright (c) 2014 Studio One Networks. All rights reserved.
Jaimy Ford is a professional business writer withnearly a decade's worth of experience developing newsletters, blogs, e-letters,training tools and webinars for business professionals. She contributes to bothThe Intuit Small Business Blog and Docstoc.com. She also serves as editor-in-chief of SalesMastery, a digital magazine writtenspecifically for sales professionals.