How to Recruit the Best Candidates: The Budget-Smart Strategy that Works
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How to Recruit the Best Candidates: The Budget-Smart Strategy that Works

One of the biggest struggles of growing businesses is building a team that works. But it can be hard to attract applicants without a big business brand name like Google or Apple. It’s crucial use your valuable time and resources effectively during the recruitment process.

So, what’s the best way to hire a new employee if you have a smaller brand and budget?

Small Business BC’s Meredith Holmes, HRMA, Vice President of HR and Ask the HR Professional consultant weighs in on the smart ways you can recruit the best candidates for your business.

What’s the most important recruitment strategy for small business owners?

Finding great candidates to fill positions can actually be really easy on your resources and your budget, as long as you’re willing to put in the effort. A lot of recruitment comes down to creating a compelling job posting, and then listing it in a place that it will get noticed.

What are the must-haves in any job posting?

There are many extras that will help you narrow down applicants, but don’t forget to cover your bases.

Must-have components of a job posting include:

  • Information about your business
  • Basic description of the role, including a brief overview and responsibilities
  • Qualifications that are required
  • How to apply

Small business employees usually wear multiple hats. What should the position’s job title be?

Job titles can be confusing for many business owners, as no position is exactly alike. But you should remember that candidates will be searching for familiar titles that they probably already have experience in.

For example, it has become popular for many businesses to create interesting, exciting sounding positions. However, this can lead to a lot of confusion for candidates. Someone in Business Development will probably be searching for the term, “Business Development,” instead of the exciting, but uncommon title, “Officer for Growth and Partnerships.”

Choose a job title that a candidate will be looking for. It will increase the number of resumes you will receive from applicants who are familiar with the industry or have experience in the role you’re looking to fill.

Should you be using keywords?

Yes, definitely. Keywords and common words or phrases associated with the position you’re hiring for are essential. It increases your organic reach on job boards and search engine searches, and it will spark the interest in relevant candidates.

Do you have any tips on how to make recruitment a little faster?

Recruitment can be a time consuming process, but you can save yourself a lot of wasted resources by simply avoid fielding inquiries about the application process, follow-ups and phone calls from applicants.

End every job posting with these three simple phrases:

  • Email your resume and cover letter to [HR email address].
  • Only qualified applicants will be contacted.
  • No phone inquiries please.

What are the two most common ways to list a job posting?

The most popular ways are to list job posting on an online job board or through a recruitment agency. There are benefits and drawbacks to each, so it’s worth investigating both options to see which one suits your HR needs.

Online job boards can be free or unpaid, such as Indeed.ca, Facebook, LinkedIn, your business’ website and industry job boards. They’re simple to manage and candidates are always actively searching these sites when they’re looking for work. However, while you increase the reach of your job posting, public postings often mean that you’ll receive inquiries from non-qualified applicants.

On the other hand, a recruitment agency is a great way to get a pool of qualified candidates. This can save you a lot of time during the hiring process. However, recruitment agencies can be quite expensive to work with and you’re still not guaranteed to find the right fit for your position.

What are some great resources that will help any hiring small business?

If you’d like answers tailored to your business, I’d highly recommend booking a one-on-one consultation with me, the Small Business BC Ask the HR Expert. You can reserve an appointment through the Small Business BC Ask the HR Expert booking portal here.

You can also take a look at Small Business BC’s HR articles, such as:

Learn More

Want to know about hiring and HR practices? Do you have specific questions that you need answered for your small business? Meet with Meredith at by booking an appointment with her at Small Business BC’s Ask the HR Professional service now.

Are you taking advantage of Small Business BC’s wide selection of seminars for entrepreneurs and small to medium-sized business owners? Space is limited, so don’t miss your chance to register today.

And if you want more general questions answered for your business, make an appointment to meet with a Small Business BC Business Advisor or Small Business BC Business Plan Advisor now.

About Meredith Holmes

Meredith Holmes is the VP of Human Resources at Small Business BC.  Meredith is a Certified Human Resources Professional with over ten years combined  experience in Human Resources management, performance management,  policy design, employee relations, labour relations, training, and employment law. Joining the team in 2015, Meredith is the resident HR expert responsible for all human resources functions for Small Business BC.