10 Small Business Recruiting Tactics for a High-Performance Team

Recruiting is among the top rated most difficult functions for a small business owner to learn and practice.

Challenging as it may be, it is critical to the success of any business that needs staffing resources to produce products, perform services, or support others who do.

People drive performance, good or bad.

Having the right people on the team is the key to success, now and in the future. The key contributing factor is mindful recruiting, matching the right person to the role and the system.

That is a function often left solely to you, the owner/hiring manager. You must identify, interview, investigate and select the best match for your team and for your business success.

10 Proven Tactics to Successful Small Business Recruiting

Master these 10 tactics and you can build a high performing team that will drive the results you want.

#1:  Know what you are looking for

Know why you are hiring and have a profile for the perfect candidate before you even begin the process

#2: Fully develop job postings

They should include specific information about the company, culture, and the attributes that the perfect candidate will have, including skills, talent, experience, and education.

#3:  Conduct multiple interviews

Don’t rush through the interview process.

No matter how desperate the need, you will not be well served by filling a position with a candidate that is not the right fit. That ‘wrong’ candidate will soon have to be replaced, but not until you have already invested both time and money to onboard and train them.

Take your time. 3 interviews should be your minimum.

#4:  Ask the right questions

Questions should challenge the candidate and they should help you uncover valuable information about their history, behavior, skills, motivation and potential.

All candidates for a single job should be asked the same questions.

#5:  Do a thorough evaluation of the candidate’s behavior during the interview process

Be aware of their responsiveness, preparedness, promptness, following directions, appearance, and demeanor.

Make notes each time you meet. Compare them before making an offer, looking for patterns and themes.

#6:  Do a thorough evaluation of the candidate’s past, both professionally and any personal behavior that is public

Past behavior is one of the best indicators of future behavior. Check backgrounds professionally and personally (anything posted publicly such as social sites).

#7:  Hire only positively motivated candidates

The best candidates are those that are motivated by an opportunity to grow or learn. Avoid any that are motivated by just a paycheck and a new address or something worse, like escape from another job or personal situation.

#8:  Ask for the opinions of others

Involve others that will work with this individual or that understand the role and the profile needed to fill it. Use third party opinions to assist in the final decision.

#9:  Look for the right attitude

Attitudes should always be professional and positive. Anything less should be carefully considered before adding them to your team. Hiring the most highly qualified candidate with a bad attitude will likely be a big mistake.

#10: Hire for the future

Know what role you expect this person to play in your future organization and let their ability and willingness to grow and develop into that position contribute to your decision.

Bonus Tip for Small Business Recruiting:

Be aware that you, the hiring manager or owner, play a major part in attracting the right candidate. People react to you. The image you portray reveals your attitude about your company, the company’s future, and the role the candidate may play.

Be sure you attract the best candidate by portraying the image you want them to have of the company, the opportunity, and you. Once you find this candidate you want to do everything possible to get them to say yes, and that includes influencing them to want the position and all it has to offer.

Improve Your Strategy with Sherry Jordan

When it comes to small business management, recruiting the right team is essential to success. Additionally, a continuous focus on keeping your team motivated and productive long-term can help your future. Sherry Jordan is an experienced small business advisor that can set your business up to succeed from the beginning as well as help hone your ongoing strategy for continued development. Reach out to get started on your plan!

To learn more about the small business owner’s role in hiring and managing people effectively, look for the spring 2017 release of Owner Leader ~ Leadership Lessons for Small Business Owners.

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