How to manage the recruitment process in a small company without dedicated resources?

If you are asking yourself that question, here we have 6 pieces of advice on how to create a personalized and effective recruitment process!

Every organization has their own culture and values so feel free to create your own unique recruitment process  to hire a talent that matches your culture’s uniqueness. 

Following the general rules and stages for a recruitment process like sourcing- selecting- hiring- onboarding

You can set up precise questions that will deliver answers you are looking for. E.g. if you are looking for a team player, ask about the last time your candidates behavior had an impact on their team.

More personalized conversations will allow you to engage better with candidates and get to know them. In order to do so you should spend some time to understand what your organization needs and who can help you achieve this and then create your own interview process.

Set up your questions for a structured interview, use the same scheme for every candidate but remember this is a conversation so there must be space for variations.

How can I manage my recruitment efficiently if it is expensive and time consuming and I need to compete with larger organizations that have a high budget for recruiting?

Here are our best low budget tips on building an efficient (long term) recruitment process:

1. Present your job opportunity in a way that will allow you to catch the attention of l candidates that are right for you.

Describe the job in detail but remember to keep descriptions specific and clear so that applicants feel comfortable reading through it entirely. Outline what the job entails and what you actually are looking for in a candidate. Make sure that you put down the actual things that are required for the job, keep it nice and short. Don’t forget to present your company, work environment and all big and small benefits.

2. Use social media to recruit and promote you as an employee.

Let people see you on social media and familiarize with your business. Those channels can also help in finding new talents, and communicating with potential recruits about company culture. Via social media platforms you can promote your job, your working culture, make it more  interesting and target the right people with your job advert. 

3. Use your personal and professional contacts and referrals.

Spreading mouth-to-mouth information can attract the right candidate for your business. This method takes a little more effort, but is very efficient and helps you find a great match for your business. Use your network to present available career opportunities, ask your network to use their networks, ask your current employees for referrals.

4. Narrowing down the requirements on job description.

Narrow your requirements down to only those skills that are really required to do the job. Compare your job requirements list to the resumes you receive for the job ad and find places where you might be able to compromise. Before you discount a candidate’s application, consider how their potential and skills might fit into your organization and make sure you aren’t looking for impossible hires. 

5. Offer unique benefit packs.

Design a benefit package achievable for your business. We are used to offering perks such as health insurance, sports cards, breakfast/lunch, parties and events. But there is much more you can offer: 

  • flexible working time, 
  • 100% remote option,
  • not wasting time for unnecessary reporting and meetings,
  • real inclusion and being heard,
  • appreciation and being part of your community,
  • real knowledge sharing and possibilities to learn/teach,
  • space for making good things and CSR actions.

 6. Design your process well.

In a standard interview process, candidates must go through a phone/online screen, interview, test, second interview,  maybe a reference check, and the offering stage. Sometimes this might be too long and discouraging for both the hiring part and the candidate. 

Instead of asking a lot of questions – ask the right ones.

Instead of having many stages – have the right ones.

Establish what you are looking for in a candidate before you start looking. Set up as many stages as you really think are necessary to unleash what you are looking for in a candidate but be flexible and ready to change the plan if needed.

If you feel you are talking to the right candidate, make an offer directly, why not? 

If there are more people involved in the recruitment, collect interview feedback quickly, write down all notes for every candidate and keep them in case you need them again. 

Make sure the process is going forward. 

Does this sound interesting ? Do you agree/ disagree ? Would you like to establish your own process? 

Let’s start

Send us a message whether you are thinking of a career change, looking for exceptional talent or just would like to meet for a coffee and chat.

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