Hint: It starts with planning.
Finding and hiring great employees can be one of the most challenging aspects of running a business. The talent you bring on board can either propel your company forward or hold it back. As experience recruiters, we’ve seen firsthand how a thoughtful, strategic approach to hiring can make all the difference.
Here’s a step-by-step guide to help you navigate the process.
Understanding the Role and Its Impact on Your Company’s Future
Before you draft a job description, you need to deeply understand what the role entails and how it will impact your company's trajectory. Start by asking yourself these questions:
What are the primary functions of this role?
How does this role align with and contribute to your company’s goals?
How will this role fit into your company’s org chart?
Understanding these factors will help you define the role clearly, making it easier to attract the right candidates.
Internal vs. Outsourcing: What’s Right for You?
As you continue to craft the job description, consider whether to hire internally or outsource.
First, a few definitions:
Internal Staff: If the role requires deep knowledge of your company’s culture, processes, and goals, we recommend hiring someone in-house.
Outsourcing: For specialized skills or short-term projects, outsourcing can be a cost-effective solution. This is particularly useful if you need high level expertise but don’t require a full-time employee. This is where Fractional professionals shine.
Fractional professionals: Highly skilled subject matter experts whom you can hire for only the amount of time you need their services. For example, you only need 5 hours a month of high level CFO services.
Next, a few questions to help you decide your current needs:
Do internal resources currently exist to mitigate the need to hire?
What level of expertise do these tasks require?
At what capacity do you need this role?
Build a Compensation Package to Find & Hire Great Employees
Once you’ve decided on the role’s scope, it’s time to think about compensation. A competitive compensation package is essential to attract top talent. Here are some factors to consider:
Salary: Research industry standards for similar roles but be realistic about your company’s capacity to sustainably maintain the salary you choose.
Actually pause to look at the numbers. If your dream hire is not sustainable when the impact on overhead and bottom line is considered, reassess your hiring strategy. Consider outsourcing or looking for less qualified candidates whom you can train.
Benefits: In addition to salary, consider offering benefits such as health insurance, retirement plans, and paid time off.
Incentives: Regardless of the size of your company or budget, you have something enticing to offer. Consider performance bonuses, profit-sharing plans, flexible work schedules and work spaces.
We also recommend brainstorming how to communicate your companies values, impact, and culture. These items can be extremely enticing to purpose and value driven individuals.
Write a Compelling Job Description
With the role and compensation package defined, you’re ready to craft the job description. Here’s what to include:
Job Title
Role Overview
Key Responsibilities
Required Skills and Qualifications
Compensation and Benefits
Company Overview
Choose the Right Recruitment Channels
Finally, you need to decide where to post your job description to attract the best candidates. Here are some recruitment channels to consider:
Job Boards: Indeed, LinkedIn, and Glassdoor are popular platforms, but also consider local and industry specific job boards.
Company Website: Your website is an excellent platform to post job openings; it’s free and can attract candidates who are already interested in your company.
Social Media: Utilize your existing platforms to reach a broader audience, especially for creative or tech-savvy roles.
Recruitment Firm: If you’re struggling to find the right candidate, or you're simply overwhelmed by the time and energy it takes, consider partnering with a recruiting firm like The Neriah Group. We'll tap into our networks and provide pre-screened candidates while you and your team focus on essential daily functions.
Employee Referrals: Encourage your current employees to refer qualified candidates, but beware of suggestions from employees you wouldn’t wish duplicated.
Hiring the right employees is a strategic process requiring careful planning and execution. By taking the time to think through all we discussed above, you’ll be well on your way to finding the perfect fit for your company who won’t just come, but stay.
Need help? That's why we're here! See how our Recruiting Services can change your game.
Remember, great employees aren’t just found—they’re attracted. Make your company a place where top talent wants to be, and you’ll see the impact on your business’s growth and success.
Reach out today to schedule your free consultation!
For more tips on managing and growing your business, check out our full list of articles.
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