Nibletz Staff
Your staff are going to be one of the most important assets your company has at its disposal, so obviously you want to make sure you’re hiring the best talent available. These are the people who will make every little task at your business happen, and have a considerable influence on your company culture. Here’s some of our best advice for hitting that first recruitment drive on the head…
Make them Want the Job
The first thing you need to do is give prime prospective employees a good reason to apply for the job you’re advertising. Seen as you’ve only just started your business, you’re probably going to be strained in terms of the finances you can throw around. However, the real assets will have a pretty clear idea of what they’re worth, and probably won’t want to work for the kind of salary you’re able to offer them. With this in mind, you need to put a unique spin on the openings you’re advertising, and make your company somehow more attractive than the industry giants you’re up against. Recruitment consultancies that specialise in a particular industry, such as Portfolio Credit Control, may be able to offer some great insights here. Whatever resources you use, you’re going to need to have something up your sleeve to attract the top talent.
Don’t Settle
Of course, no matter how attractive you’re able to make your brand, you’re probably not going to get the kind of experts you’d ideally want right of the bat. However, that doesn’t mean that you should settle for substandard talent! If you wind up hiring a whole workforce full of mediocre or even incompetent workers, then it will cripple your business’s efficiency and start to drain your valuable resources. This, in turn, can lead to a strenuous and expensive round of layoffs. From sorting through those initial applications all the way to the final interview, you need to have some firm, non-negotiable criteria that you’re going to use for each individual position. It’s only when you’re truly desperate for employees that you should sacrifice the kind of standards you’re setting for your recruitment drive. It’s better to have a company staffed by poor-quality workers than no company at all!
Look in the Right Places
Directing your job postings at people is a tentative balancing act. You need to make sure that it’s far-reaching enough for you to get a decent selection, but small enough for you to separate the wheat from the chaff quickly. If you put an ad on Gumtree or a site that’s equally universal, then you’ll get a massive influx of applications. This may sound pretty good on the surface, but it will mean that there’s a lot more work involved in sorting through those candidates and finding the real diamonds in the rough. Use more targeted platforms in order to dangle your postings on a smaller pool of candidates. LinkedIn has proven to be great for this, but there are a range of other job boards focused on specific industries and niches.
