Ready to Grow Your Business Fast?
Here’s How I Grew Five Businesses, and Eventually Sold One to a Fortune 500 Company.
Right now, the work market seems to be in trouble, especially in the US. Companies complain they can’t find the right people, and if they do, they can’t find ways to motivate them to stay long. On the other hand, as younger generations take over the workforce, job seekers are not happy with the status quo and would love to see more care for their needs and expectations. Hiring fast can be very important.
As a result, the job market is highly competitive, and the power seems to be in the employees’ court, who are demanding better-paying jobs and a more comfortable work environment.
So where does this leave small businesses? Is there a way to snatch top talent from big corporations even when your salary offer is not the best?
There is! Small businesses with a positive culture and vision can attract top candidates.
However, this doesn’t mean every candidate will be right for your team, even if they have high-end skills and experience. Finding the right person for the job and making sure they are quickly integrated into the team is an important part of a successful business.
Therefore, today, we’ll talk about how to find the right talent on the first try.
Devise the Perfect Job Ad for Hiring Fast
Attracting fresh and motivated talent your way is a great growth opportunity for your business, but everything starts with the right job and for the vacant position.
Therefore, the search for the perfect candidate(s) starts with identifying the requirements of the job. Run a job skills analysis that can help to identify the exact skills and needs of the ideal person for the position. This will not only weed out unfit candidates, but it will also provide an edge over your competitors.
You should also discuss the role with the current team and other employees since they can provide valuable insight into the type of person that can integrate well with the company culture and aspirations.
Once you have all the data, it will be a lot easier to put together a well-defined work description. The key is to create a description that reflects the desired candidate’s persona while using clear and simple language. Keep in mind that most candidates skim the job listings and only stop when something catches their eye.
Get Your Job Advertisement Out There
Now that you have the perfect job description, you must ensure it gets the right visibility. For this, you can use traditional job boards, but it’s good practice to expand your reach on other platforms.
For instance, lots of businesses like to use a smart job search engine that can help them find the right candidates based on criteria such as skills, personality, goals, and more. This makes it easier to get a list of suitable candidates, which you can later narrow down using psychometric profiling.
You can also use social media channels – Facebook, LinkedIn, Snapchat, or Twitter are quite popular among recruiters. But, this only works if your company already has a strong social media presence on these channels, with a solid following. If this is the case, it’s a great opportunity to attract only candidates that have a genuine interest in the company or the brand.
Not to mention that you can also sneak a peek at a probable candidate’s profile to learn more about their personality and personal preferences.
Up Your Interview Game
According to the Bureau of Labor Statistics, the average amount of time to find a job in 2020 was 24 weeks. This is a long time to wait for a job offer, especially when you are a skilled candidate.
So, if you want to stand out in front of the competition and speed up the hiring process, it’s a good idea to start with the interview process. Analyze the current situation and find any bottlenecks or slow-moving areas that keep candidates waiting for longer than they should.
Of course, when you have 100+ possible candidates, it can be challenging to speed things up. However, a well-designed selection process will help you narrow down the list of possible candidates, which means fewer interviews.
Also, it may be a good idea to outsource the interviewing process to a specialized HR company. This way, they can hold the first round of interviews, and you’ll only get to meet the candidates who pass.
Smooth Out the Onboarding Process
Once you found the right candidates and negotiated a deal with them, you have to worry about the onboarding process. That’s because valuable candidates can still slip out of your hands if your company doesn’t offer a well-designed onboarding experience.
Plus, onboarding is an employee’s first impression and interaction with the team and the company, in general, so it has to present a strong foundation. Moreover, a structured onboarding process allows the new candidates to learn the ropes quickly and start working efficiently while also allowing them to feel comfortable in their new role.
On the other hand, a disorganized onboarding process can lead to confusion about job responsibilities, frustration with the company’s culture or values, and a sense of being left out or unsupported.
Someone who has this kind of experience from the get-go is highly unlikely that they’ll stay long with the company. In fact, there are studies that show how a positive onboarding experience can improve employee engagement, productivity, and retention rates.
Key Takeaways on Hiring Fast
To summarize, in order to speed up the hiring process and to ensure you have access to the best possible candidates for your job, your company must pay attention to the following factors:
- A well-designed job description
- Advertising the job via all available channels
- Improving the interview process
- Boosting up the onboarding process
When all these are sorted out, paired with a positive culture aligned with the current needs of job seekers, your company will become an attraction for top-skilled candidates.