Small Business Recruitment Strategy – Now that we’ve discussed developing a job analysis, job description, and job specification, and you understand the laws governing hiring, it’s time to start hiring. However, it is important to mention that a recruitment plan should be in place. The plan can be informal, but you should state where you plan to recruit and the expected timeline. For example, if one of your methods is to submit ads to trade publication sites, you need to know their deadlines. It’s also important to make sure you recruit from a variety of sources to ensure diversity. Finally, consider the state of the country’s economy. With high unemployment, you may receive hundreds of job applications. In a growing economy, you may not receive many applications and you should consider using a variety of sources.
Some companies, like Southwest Airlines, are known for their innovative hiring methods. Southwest looked for the “right person”, not skills, but individual personality (Carey, 2011). When Southwest Airlines hired, they looked for motivated team members who could fit into the eccentric, eccentric company culture. The person who observes candidates during group interviews and encourages other candidates is usually the one who continues the hiring process. This section discusses some of the approaches used by Southwest Airlines and many others
Small Business Recruitment Strategy
Zappos developed and published a YouTube video series called “Why Do I Love Working at Zappos?” Videos showcase an organization’s culture and are a great recruiting tool.
Recruitment Marketing Strategies For Small Business
Some organizations choose to have specific people work for them and they focus solely on the HR recruiting function. Recruiters use similar sources to recruit individuals, such as professional organizations, websites, and other methods discussed in this chapter. Recruiters are great at networking and will typically attend events where many potential candidates will be present. Recruiters are constantly gathering potential candidates in case a suitable position arises. There are three main types of recruiters:
Temporary recruiters are only paid when they begin work, which is often the case with temp hiring or placement companies. Successful recruiters pay (in whole or in part) up front to conduct specific searches on companies.
Although HR professionals are not responsible for managing the details of the search process when hiring recruiters, they are still responsible for managing the process and the recruiters. Job analysis, job descriptions and job specifications still need to be developed, and candidates still need to be interviewed.
When Amazon acquired Zappos in 2009 for 10 million Amazon shares (approximately $900 million in 2009), Amazon’s strategic decision didn’t change Zappos’ hiring culture. Once again named one of CNN Money’s 100 Best Companies to Work For (Sowa, 2011), Zappos believes it all starts with the people they hire. Recruiters always ask, “On a scale of 1 to 10, how weird do you think you are?” This question ties directly into the company’s strategic plan and core value three, “Create fun and a little weird.” Zappos hires people who not only have the technical skills required for the job, but also have a great organizational culture. Once hired, new employees undergo two weeks of training. At the end of the training, the newly recruited employee receives an “offer”. The offer to quit smoking on the spot is $2,000. This ensures that Zappos has loyal people willing to work with the organization, which starts with the recruiting process.
Top Student Recruitment Strategies
Colleges and universities can be an excellent source of new applicants, often for entry-level positions. Consider technical colleges that teach cooking, automotive technology, or cosmetology. These can be excellent sources of people with specialized training in a particular field. Universities can provide people who may lack practical experience but have formal training in a particular field. Many organizations use their campus recruiting programs to develop new talent who will eventually become managers.
For such programs to work, relationships need to be built with the campus community, such as campus career services. Time may also be needed to attend campus events, such as career fairs. For example, IBM has an excellent campus recruiting program. For IBM, hiring outside of academia ensures a large number of people grow with the organization
Establishing a formal internship program can also be a way to take advantage of college and university connections. For example, Walgreens partnered with Apollo Academy to recruit interns; this could mean motivated interns find full-time employment and save Walgreens money through a steady flow of talent.
Professional associations are usually not-for-profit organizations whose purpose is to promote a particular industry. Almost every profession has its own professional organization. For example, in the field of HR, the Society for Human Resource Management allows companies to post HR-related job openings. The American Marketing Association, also a professional organization, also authorizes job postings. There is usually a fee, and membership in the association may be required to post a job opening. Here are some examples of professional associations:
Recruitment Strategies For 2023: How To Prepare For The Future
Unions are also an important source of job seekers, and some allow job postings on their websites. We’ll discuss unions in more detail in Chapter 12, “Working with Unions.” The key to using this as a successful recruiting strategy is identifying organizations that are relevant to your business and building relationships with members of those organizations. This type of networking can help introduce you to people in your industry who may be looking for work or know someone in need of work.
What do you think is the best way to identify the right set of recruiting methods for your organization? What approach works best for your current job?
If you’ve ever had to look for a job, you know that there are plenty of websites that can help you find one. From a HR standpoint, there are many options for placing ads, most of which are inexpensive. The downside of this approach is that you can receive a ton of resumes from these sites, all of which may or may not be qualified. To combat this, many organizations implement software that searches CVs for keywords, which can help with this problem. We’ll discuss this in more detail in Chapter 5, “Choices.” Here are some website examples:
Facebook, Twitter, LinkedIn, YouTube, and MySpace are great places to gain media influence to engage a variety of employees. In 2007, Sodexo, which provides services such as catering and facilities management, began using social media to spread awareness of its corporate culture. They have since saved $300,000 over traditional recruiting methods (Sodexo, 2011). Fifty recruiters from Sodexo shared their excellent corporate culture on Twitter. Using this medium, traffic to the careers page on the Sodexo website increased from 52,000 to 181,000.
How To Find Employees You’ll Love In 2023
The purpose of using social media as a recruiting tool is to generate buzz about your organization, share stories of successful employees, and promote an interesting culture. Even small businesses can take advantage of this technology by posting jobs as their status updates. This technique is relatively inexpensive, but there are a few things to consider. Tweeting about a job, for example, might pique the interest of some job seekers, but the trick is to present your employer profile early on. According to Bruce Morton of Allegis Group Services, using social media is about interacting and having conversations with people before they see you as an employer (Lindow, 2011). Debbie Fisher, a human resources manager at Campbell Mithun, a large ad agency, said that while tweeting is a great way to recruit people who might be looking for a job, using a tool like LinkedIn might be an even better way. candidate. People who are unable to care for them looking for a new job because of their current occupational status. She said LinkedIn allows people to post their resumes online without fear of retaliation from current employers.
Creativity in social media campaigns is also important. Campbell Mithun hired 13 interns over the summer with a unique twist on social media. They asked interested candidates to submit 13 tweets within 13 days and selected interns based on their creativity.
Many organizations, including Zappos (Video 4.4), use YouTube videos to promote their companies. There is a link in the video that directs the viewer to the company’s website to apply for a position with the company.
Facebook allows free job posting on Facebook Marketplace, and a company’s Facebook Page can also be used as a recruiting tool. Some organizations decide to use Facebook ads, which pay per click, or per impression (how many people are likely to see the ad). Facebook Ads Technology Helps Target Specific Regions and Facebook Keywords