Every business consists of “people”; therefore, it is crucial that you have the right people on your team to
secure business success. To attract top performers, present your office as a unique place to work where the employee’s option is valued. This will enable you to recruit new talent and keep current all-stars.

The recruiting process should be approached by small businesses in a very professional manner. You will most likely need to seek alternative recruiting sources so ingenuity and an awareness of opportunities are vital to success. Do not shy away from interview questions that make applicants nervous. Thoroughly conduct background checks and make sure to verify at least two references before thinking of making a hiring decision. You will have to know whether or not your organization can fulfill the expectations of a potential hire so be sure to ask about them before extending an offer.

Effective recruiting starts by understanding ‘what’ a job seeker is looking for. Create a mission statement that is understandable and attracts candidates. Often, a mission statement that offers job security, learning and developing opportunities is just the ticket. People are more likely to apply for something they can identify with. And it is up to you to tell them what is special about your company.

Most people are interested in contributing to the success of a business and are more likely to come aboard if you can somehow make them feel special and appreciated. An understanding of this principle leads many business owners to create positions within the general framework of the company.

The recruiting process is vital. It needs to be approached with professionalism and taken seriously. Create job
descriptions and essential skill lists that are accurate and to the point. Ongoing assessments during the recruiting process will help you find the perfect candidate.

One of the first steps in the recruiting process is to accurately identify the skills necessary to succeed in the
open position. Create a list of behavioral traits along with the skills, qualifications and attitude necessary to
succeed within the organization.

Recruit for the vacant position by advertising the behaviors and skills necessary in a successful candidate.
To do this, it is often a good idea to scope out job ads from the competition and find a strategy that is likely to
help you land the best candidate possible. You don’t have to create the ad from scratch, just add in the details of your business and position to a competitor’s ad. They probably did the same thing when creating their ad!

You always want to tell potential candidates what is in it for them if they come to work for your company. You are trying to lure away people who are already working but not attract those who seem perpetually to be looking for work.

The recruitment process, it is important for hiring managers to focus on five major areas: the position
itself, the recruitment process, product and services knowledge, employee expectations, and personal
assertiveness. You will want to keep an open door with regards to communication during this process and be
available for questions which inevitably arise along the way. Candidates, especially top performers, like to feel
like they are truly valued by your organization so making time for their questions is a good way to make them feel special.

It takes more than just benefits to convince people to remain with an organization. Giving people interesting
challenges to tackle with clearly stated and fair expectations which promote an atmosphere where there are
negative and positive consequences for performance is what keeps people at places. Such businesses can retain employees even when they might make more money at another establishment.

Author - Ken Bidgood

Ken Bidgood runs a very interesting website at Advertising XP, there’s a wealth of knowledge on the website, plus why not sign up for the free Business newsletter.
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