Recruiting Applicants for Small Business Success
In the world of selling goods or providing services, branding is everything. It doesn’t matter if you’re selling potato chips or cars, unless you have a strong, identifiable brand your business is doomed to languish. Your brand can instantly let customers know what you stand for and what you’re offering. The same can be said for a company’s recruitment process. What does the hiring of new employees have to say about your company brand?
Consider a typical applicant’s journey to find a job. After finding a posting for a job opening, they will submit an online application. What happens next has everything to do with a business’s reputation. If there is no response then the applicant will be left with a not so favorable opinion of the company. This can filter down through his or her own circle of acquaintances. The now disgruntled person could even take to the internet to post their “lousy review” of the hiring process. All of sudden, a company is getting negative feedback merely because their applicant follow-through is lacking. This is why it’s important to develop a strong recruitment process that doesn’t allow for potential candidates to fall through the cracks.
A fully integrated recruitment software program is the best course of action to develop a positive brand message. Even an automated email response to an online application shows that the company has received the resume and is reviewing it. Is that so much to ask? One of the advantages of using recruitment software is the ability to set up these types of auto-response messages.
Make no mistake; if you post a job listing on the internet you stand to receive hundreds if not thousands of applications in response. A small business can instantly become overwhelmed if they aren’t prepared for the onslaught of resumes. That recruitment software comes into play at this point in the hiring process as well. Being able to sort and filter resumes as they come into the system allows you to stay on top of your game. The goal is to fill that vacancy with the best worker in the quickest amount of time. If you’re wasting a lot of those valuable office hours filing these resumes you’ll never find the right person!
One tip for a small business to stem the flood of applicants is to post a closing date for resume submissions. With a closing date, that job posting can hang out there in cyber space, but it won’t matter because folks simply won’t be able to apply for the job. Whether it is three days or one week, let all the applications come in before you begin making your follow-up phone calls and interviews. That way you’ll have a complete picture of prospects.
When you’re ready for the interview, it often comes down to finding a person with the right balance between qualifications and fitting in with the rest of the company. Even the most experienced applicants could cause friction if they are lacking in social skills or team work cohesion. That small business could be 10 workers or 500. However, it only takes one bad employee to muck up the works. Don’t let that be someone you recruit.