- One of the best recruitment strategies is asking current employees to give referrals.
- Hiring workers on a trial basis allows you to test out potential future employees.
- Each company’s recruitment process is different, and finding the best recruitment strategy for your business requires some trial and error.
Recruiting is a challenge for small businesses. Finding the right talent isn’t easy, and it takes a good recruiting strategy to find and hire quality candidates.
We spoke with hiring professionals to learn smart recruitment strategies small businesses can implement to attract the best talent during the recruitment process.
One of the best ways to hire quality candidates is to have your current employees or people in your network refer others. Ask your employees if they know anyone who might be a good fit for the position. Referrals are a good way to screen potential candidates before even interviewing them. If your trusted employee recommends a previous colleague or a friend whose work experience they know well, it gives you a level of security knowing this new applicant can do good work. When hiring a stranger, there is less certainty about a candidate’s work ethic and potential fit on the team.
“The absolute best recruiting [strategy] would be to ask for referrals from your network,” said Jonaed Iqbal, founder and CEO of NoDegree.com. “Ask fellow business owners if they know anyone looking for a job. Ask friends and family. Go to local business networking events (the Chamber of Commerce) and ask the other people who attend if they know anyone on the market for a job. Referrals are the No. 1 source for candidates. People usually refer good people as the person they refer is a reflection on them.”
While you shouldn’t give referrals preferential treatment, being recommended by someone already on staff or in your network is an added benefit for that applicant. Make sure that the applicant’s qualifications make them an ideal fit for the job, and use the referral as insurance that you’re making the right hiring decision.
One way to solicit referrals from current employees is to implement a referral bonus program. If an employee refers an applicant and that applicant eventually gets hired, the employee who referred the new hire can receive some sort of monetary compensation. Even if the bonus is only a few hundred dollars, it makes employees more willing to recommend people they know to be quality candidates. The cost tends to pay off, as data suggests that referral hires can save companies $3,000 in fees that would otherwise be spent on things like recruiters and job postings.
“Create a very generous employee referral program (make it so big that you are almost uncomfortable), and tie some of the payout to the performance of the new hire,” said Bryan Zawikowski, vice president and general manager of the military transition division Lucas Group.
If you’re a small business struggling to find candidates for jobs, look to referrals for help. Referrals can make the hiring process significantly smoother, and they should be an integral aspect of your recruitment strategy plan. An employee referral is a great way to boost the talent pool in your collection of applications, and it often leads to hiring a qualified candidate. More importantly, it’s speedy and inexpensive to benefit from employee referrals.