Small Business: Recruit, or Wait for Resumes?

To recruit or not to recruit? This is the question facing many small businesses as the job market tightens.

Hiring a headhunter or recruiting firm can add expense to the hiring process. Why not just place ads and sift through the applicant’s resumes?

One big reason to consider recruiting is summed up in this statistic from a recent Robert Half survey:

When employed workers were asked if they would consider a job offer from a recruiter regardless of whether they had been considering a move, most (67 percent) said yes.

In other words, some of the best potential employees you could want are just sitting there waiting for outreach. They will not send you their resume, but they just might consider working for you if you reach out.

And who better to reach out for you, than a recruiter?

Recruiting Can Be Your Secret Weapon

The fact is, most companies choose not to recruit. The Robert half research asked CFOs how they went about hiring, and a full 65% said they typically post an open job and wait for resumes.

Only 27 percent actively recruit beyond sifting through incoming applications.

This means that hiring a recruiter may help to narrow your field of competition for the best employees. After all, many of them will simply not see – or respond to – a help wanted ad. They need to be called.

Robert Half if offering these five tips for managers to follow during the hiring process:

  • Move quickly. Define a timeline and ideal start date for the job candidate and ensure all stakeholders are informed and on board. A delay or dip in communication could turn off in-demand applicants and disrupt hiring efforts.
  • Sell your organization. Companies with similar open positions are competing for the same talent. Highlight all the reasons someone should choose your company over all others.
  • Make them an offer they can’t refuse. Highly skilled candidates will be most interested in jobs that include compensation above market rates, attractive perks and a defined path for career advancement.
  • Have a “Top Two” list. Line up at least two potential candidates in case your top pick becomes unavailable.
  • Stay connected. The hiring process doesn’t stop once a candidate accepts the job offer. Prepare a robust onboarding program and check in with new hires frequently.

One other piece of advice may be: “Don’t Panic.” Yes, the job market is tightening – but there are still plenty of good candidates out there. You just need to cast a wide net.

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