THE RECRUITMENT STRATEGIES FOR SMALL OR MIDSIZE COMPANIES

The successful companies around the globe are being run by their efficient and smart employees.  Employees are the real assets, they say. They say it right. But, who bring these employees together in a company? The answer is: the recruiters.

 

FIRST, WHO ARE THE RECRUITERS?

 

Recruiters are the back-end guys; mostly hidden or ignored. They don’t enjoy the ‘popular’ or ‘star’ tag in companies.

 

These recruiters do some of the most typical, boring and repetitive jobs; though, the real recruiters don’t accept this.

 

Well, I say this: Recruiters run companies.

 

 

RECRUITMENT STRATEGIES FOR THE BETTER RECRUITMENT

 

  • Proper Communication With the Candidates:

 

It is a very poor practice we notice in our new tech-savvy recruiters. Most recruiters keep a very restrained communication with the candidates.

 

They don’t talk or converse with the candidates, they just take down a few notes such as current CTC, expected CTC, notice period, etc. The candidates don’t appreciate and expect such apathy from the recruiters. They expect more details and information from you (recruiters).

 

Such apathetic communications don’t excite candidates and they show a little interest in the whole process of recruitment.

 

 

  • Cost and Benefit Analysis of Recruitment:

 

Most start-ups and small companies tend to take a risk with the huge package’s demand from the candidates. They may think that a guy with a huge package brings great skills and benefits to the company. But, I generally see such perceptions collapse.

 

The smart recruiter will not run after costly guys, but the guys who can sustain the expectations in their respected department. Thus, there must be a smart analysis of the cost and benefit segment in recruitment.

 

 

  • The Creation of Internal Database:

 

The recruitment team must invest some time in creating a smart database of the candidates. This not just helps us in making things organized in Human Resources, but also helps us in chasing the passive candidates and the candidates with niche skills.

 

The creation of internal database makes CVs and profiles handy, especially in the startup and small companies. Internal database also helps us in creating strong referrals.

 

 

  • The Art of Chasing Passive Candidates:

 

The candidates from premium institutes and premium companies don’t make themselves easily available in the job market. But sometimes we need these guys, because they have the skills that bring changes in an organization.

 

There is no single way of chasing these guys, but the smart recruiters know how to do this job. The art of chasing passive candidates is the art to be honed.

 

 

  • The Smart Usage of Job Portals and Job Postings:

 

The human Resources department doesn’t need various job portals, but one. Nowadays most job portals are priced near to each other.

 

Instead of spending on various job portals, the company should buy the most popular job portals with multiple users.

 

For example, in India we don’t really need to spend on Moster.com when we can have Naukri.com with more logins instead.

 

 

  • Understanding the Nature of Employment:

 

By this I mean to say that there are many types of employment like part-time, full-time, contract employment, third-party employment, freelance, etc.

 

When the job can be done by the freelancer, hiring a full time employee and spending more than needed on him may not be a cool idea.

 

Nowadays, the trend of contract employment and third-party employment is rising even among the big organizations.

 

These recruitment styles have proved to be the cost effective and time efficient practices in the recruitment strategies.

Facebook Comments

Leave a Reply