We’re not out of the economic woods just yet, we’re hearing it on the news all the time, especially in the public sector.
Given the number of people out of work, you would be forgiven for thinking it’s easy to just pick a new star quality employee out of the hundreds of people that may apply for your job vacancy. It’s not.
We know of someone who needed to fill a role at their company, they decided to go it alone and put the advert through their local Job Centre Plus. It was a role that required some technical ability, although training was provided. The salary at that point was around £9.00/hour.
The employer had just two applicants. Now, he adjusted the advert copy, removed the skill needed, replaced it with “unskilled” and put the wage at just £6.50/hour. Just days later – he had hundreds of applicants. Loads of them totally unsuitable for the role.
It isn’t easy to attract top notch candidates, especially if you’re a smaller business.
However, this situation doesn’t mean you should give up on hiring new staff. In many ways, small businesses have an advantage in hiring because all things being equal, there are many qualified candidates who would prefer to work for a small business. The following tips for attracting employees will help you increase your company’s chances of finding the that star employee.
Research into the the full going salary rate.
One common mistake many small business owners make when creating a position is to base the salary on their budget rather than market realities. Dropping the salary like this wont work, you will attract more applicants, but as in the story above, they’re not suitable candidates. Why should the best candidate work for your company at a lower wage when they can earn more with your competitor?
Offer something extra
The best candidates can often pick and choose where they work, so an excellent employee benefit program can be the extra incentive for an applicant. Things like dental plans and eye care can be of minimal cost to you and can make the difference between hiring oror losing that candidate.
Don’t forget about the small things that can be of big importance to employees because they add to their quality-of-life; things such as: flexi-time, flexible personal days, opportunities to work from home etc.
Location, Location, Location
Sometimes you have to spread your search for quality applicants wider than your normal catchment areas. If you’re in Kent for example, stretching out into London could reap massive rewards.
But that’s not the only benefit of a good location. So many applicants also consider the quality of working life important when they have the luxury of choosing who to work for. Brag about your location, if you have a local park, great views, if you’re near the seaside, how attractive your office is and what facilities you have there, free parking etc.
Is progression on offer?
Most employees aren’t looking for jobs where they’ll do the same thing for the next thirty years. Typically they are seeking a position that offers opportunity for advancement, as well as a way to insure they achieve that advancement. For example, will your company offer the chance to develop new skills? Do you have an actual career-path designated for new employees which insures their ability to advance?
Look in the right places
Simply dropping the odd Tweet or uploading a job description on your website just won’t cut it. You need to get out there and spread the word about your new vacancy. That’s where Hunt4Staff come in.
Experts in online advertising and recruitment, we post vacancies online across all the major and niche job boards – as such, your vacancy will get seen.
We then monitor and track the applicant stream and then sift and sort the applicants in suitability order. All candidates are then delivered to you within our unique Applicant Tracking System (ATS).