Recruitment and selection for small and medium-sized businesses: 4 tips for attracting talent

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Recruitment and selection for small and medium-sized businesses: 4 tips for attracting talent

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The scenario of recruitment and selection for small and medium-sized enterprises has changed a lot over the years. Gone are the days when only recruiters chose candidates. Now, candidates also choose the company they want to work with.

In addition to this factor, two other elements made it more difficult for recruiters to find and attract the right talent for your company:

  • adapting to the increasingly significant profile and presence of Generation Z in the workplace;
  • the understanding that a bad contract will entail costs from low productivity, demotivation and, consequently, dismissal.

That is why you need to create a recruitment and selection strategy for small and medium-sized companies that is effective for your business, attracting candidates who have the ideal profile for the established and developing organizational culture.

As you will see in the next topics, technology for small businesses is an ally in the recruitment and selection process in small businesses and in the search for talents that will contribute to the growth and development of the business.

Read too: All about talent management and building high performance teams

Below, we list 4 tips that we consider most effective to improve the recruitment and selection process for small and medium-sized companies, and that respond to the trends pointed out for the coming years.

4 tips for recruitment and selection for small and medium businesses

1. Build your brand as an employer

Your brand as an employer is essentially the your company’s reputation for market professionals. It’s how they see your company as a place of work. It is not the same as a company’s reputation as an organization, focused on customers.

The model aimed at building a positive image for employees and future collaborators is called employer branding.

Its brand as a “company to work for” has become more important than ever in a recruitment and selection process for small and medium-sized companies.

Candidates are increasingly focused on factors such as good working environmento and balance between personal and professional life, when selecting companies to send their resumes.

In fact, according to research, a good balance between personal and professional life is the second most important factor for candidatess considering a new job.

Another study, this time from BCG, shows that good relations with colleagues and a good balance between personal and professional life are the two priorities for employees.

recruitment and selection for small and medium-sized companies build your employer brand

This is where your company’s brand as a contractor comes into play.

Building a good reputation as an employer, and being known for your employee-friendly policies, can help you attract talent you need to drive your business to success.

To build a good brand for employees, you first need to do some research and find out where you are currently. You must focus on your current employees and ensure that they are satisfied with your work environment and organizational policies.

Building a good company to work for is a long process that requires time and effort. However, the key to building this image is to keep your current employees happy and make them advocates for the brand.

According to a 2018 report, 44% of companies plan to increase their investment in building their employer brand.

2. Use the recruitment marketing strategy

A small business marketing strategy should not be limited to sales-related goals. On the contrary, they must also cover actions aimed at attracting talent to the company’s team.

Recruitment marketing is a trend that recruiters, especially from small and medium-sized businesses, are employing to attract and hire talented candidates.

To stand out among the sea of ​​companies – large and small – that try to attract the same group of talents, you need to better promote your recruitment and selection process.

You also need to ensure that you are attracting the right people, which means that you need to define clearly:

  • the role exercised by the open position;
  • the type of candidate you want for each role.

Make sure that you have a value offer clear and attractive.

3. Improve the candidate’s experience

During the recruitment and selection steps for small and medium-sized businesses, offering a positive candidate experience is critical to determining whether a candidate will join your company or not.

According to the report conducted by iCIMS, 67% of employees decide whether to take a job (or not) based on their experience during the recruitment and selection process.

Among the tips to provide a good experience for the candidate during their recruitment and selection process for small and medium-sized companies, are:

  • be friendly in all your interactions with candidates;
  • be transparent and open about the process;
  • maintain a two-way communication channel open and be available to answer any questions that a candidate may have during or after the process;
  • be polite when dismissing candidates.

Even if a candidate does not accept the position or is eliminated from the selection process by you, if the experience was good, it is likely that he will refer your company to other acquaintances.

recruitment and selection for small and medium-sized businesses improves the candidate's experience

4. Improve your search for candidates

To improve the recruitment and selection process for small and medium-sized businesses, you need to improve your search for possible candidates.

Don’t just wait for candidates to come to your company. Create active ways to find the ideal candidates for each vacancy. Also, do not summarize your search on job portals.

Employers and recruiters are increasingly looking at other channels and social media profiles, such as – and especially – LinkedIn, to find candidates with the job and company profile.

Some companies are also using automated software and technologies varied to find perfect candidates. This helps to reduce the time and effort required to find and hire the right candidates.

For example, Unilever started using a digital screening process and eliminated resumes! Who would have thought that a few years ago? However, by making this simple change, they obtained a 75% reduction in hiring time.

It is not just the giant Unilever that can use this type of technology! Recruitment and selection for small and medium-sized businesses can also be made more agile and efficient.

Small business IT solutions can and should also be applied to optimize your recruitment and selection process, making it more efficient and accurate.

Promote changes in the recruitment and selection process in small businesses

It is getting harder and harder for the recruiter to find and attract the right talent. This requires you to make some positive changes in your recruitment and selection processes.

Find a Nerd can help you implement tools for small businesses that aim to optimize processes, making them more efficient, cheaper and bringing better results to the organization.

To understand how we can do this for your business, get to know our success story with Via Varejo, and understand how we help the company to reduce personnel costs by 20% and close costs and expenses in 2 days with our support. on demand. Get in touch with our team and get to know our services.

Need to improve your business results? Contact HR Consultant UK and find out how we can help with this process. We are a Human Resources platform that reduces the time spent on HR activities and people management and optimizes your processes. Talk to an expert and find out how to reduce your HR costs by 30%.

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