The job market is brutal out there, and thanks to the pandemic it’s gotten a whole lot worse. The market is bad from both perspectives. Job seekers are out there trying to get a job. They have to deal with a lot of competition from other people who have more skills, education, and better networks than they do. On top of that, there are plenty of jobs within the market that require outrageous requirements with little pay.
On the other side, there are businesses both big and small that are trying to sort through hundreds of applications in hopes of finding the right person. Sometimes it’s the business owner just trying to sort through all of the applications or even a faulty ATS system causing the search for new help to turn sour. Regardless, both perspectives are very stressful.
When finding suitable candidates, you need to understand that you can’t find the perfect person. That “perfect employee” doesn’t exist. Once you understand that, recruitment for your small business can become a little less challenging. These tips can help you in finding the right employee for your business.
Figure out the skills and talents you’re wanting
What exactly is going to be needed for the position that you’re hiring? If you’re wanting to hire someone to do your marketing then you should only look into skills that are related to marketing. This means all skills that are not related to that position should not be required such as assistant, IT, or janitorial work.
Be open to other methods of education
This means don’t just set your sights on finding talent that only has a university degree. There are other very effective ways for people to get their education and skills such as degree apprenticeships, free online courses, hands-on learning, and so much more. While yes, getting a degree from a university is great, it doesn’t immediately equate to someone being more “worthy” or more educated than someone who did not get a higher education.
How can you offer growth
Many businesses expect to take, but what about giving? When it comes to talent, some just won’t be interested if they know there isn’t any growth. Poor retention rates are extremely costly to any business, plus they can cause damage. To avoid these losses, think of what you can offer to employees in the long run. Can you offer growth? Can you offer a new education to them? This doesn’t just mean giving them a promotion but also demonstrating valuable skills such as leadership.
Look into recruiting companies
If you seriously have little to no time, then looking into an employment agency may work. You’ll want to be sure that you’re looking into a reputable company that can help in picking out the best candidate for your business. Some agencies have a specific focus such as IT, healthcare, hospitality, and so much more. These are more ideal as you’ll have higher chances of finding the right candidate that has the right skills.
Be open to giving people a chance
You should never disregard someone’s application because of a few shortcomings. Nobody is perfect and you shouldn’t have outrageous expectations. If you connect with a person, they have relevant experience, they’re passionate about what they do, and they have most of the skills that you’re looking for, you should just give this candidate a chance. For example: If you’re looking for a social media manager, they have all the relevant skills, experience, and they have a proven track record, why would you dismiss them because they don’t have a 4-year degree? You can be good at social media management and not have a degree. Some job positions have little to no relevance for what is offered and taught in school. Sure, someone can get a business degree but social media isn’t taught in university so why have the expectation?
Judging someone based on their past or future
Many organizations, both small and large will tend to be judgmental over a candidate’s past or their hopes for the future. Some recruiters or hiring managers will consider it a red flag that someone wasn’t with a company for more than two years ( even if it’s an internship). This also goes for grades such as grade point average or if it’s found out they’re married with children. The same can be said for someone’s future.
Sometimes the overdone question of “where do you see yourself in five years” is to see the candidate’s overall ambition and career trajectory. Candidates are human, they have reasons for their past, and they have valued reasons for what they want in the future. Nobody is superhuman, and this image of the “ideal candidate” is an unrealistic expectation that can do far more harm than good for your business.