10 Tips for Successful Recruiting for SMEs in the US
Navigating the Talent Landscape: A Comprehensive Guide for Small and Medium Enterprises in the United States
Navigating the Talent Landscape: A Comprehensive Guide for Small and Medium Enterprises in the United States
Many SMEs (small and medium size enterprises) are taking a step higher to start the expansion of their companies. Expansion entails successful recruiting and retention of key employees. Getting it right has rich rewards and getting it wrong can be disastrous.
We have had small and medium size clients over the past 15 years. And, we have helped them in the process of successful recruitment. Most of our clients are from all over the United States. As we’ve helped them grow over the years, we’ve learned these 10 things that every company can do to make the hiring process much more successful:
If you have not already created a recruitment strategy derived from your recruitment objectives, now is a good time to do so. Do you understand the market in the United States and the commercial opportunities available for you?
Looking for talent within a particular city, then, just ensure that the interview is located in an easily reachable place. If you are a manufacturer and if you are located far away from the city center, you could use your recruitment agency’s premise (if they are centrally located) to conduct initial interviews.
Studying your industry in general and your main competitors, in particular, will aid you both devise a recruitment strategy and handle common industry requisites effectively.
Although this may sound both childish and basic, many new recruiters (first-time employers) completely miss this handy tool. An updated website can be of much assistance in handling over information to candidates. Ensure you have general information sections on the website where you can direct candidates to (if they need more information on your company). Updated websites also help portray your credibility within the recruitment process.
You or your placement agency should create a set of written information that can be sent to candidates. This will help candidates read the information at their own convenient time and pace. If you are creating this job profile yourself, ensure to include critical skill set information which is needed for the job. If, on the other hand, your recruiters (placement agency) is creating one for you, then just ensure you hire a recruitment agency well versed with your industry and has a good amount of experience in hiring.
Looking for talent within a particular city, then, just ensure that the interview is located in an easily reachable place. If you are a manufacturer and if you are located far away from the city center, you could use your recruitment agency’s premise (if they are centrally located) to conduct initial interviews.
Plan to provide more time gaps between interviews in order to systematically handle them. Ideally, a technical interview takes 45 minutes to 90 minutes. Non-technical interviews, on the other hand, take lesser time. Ensure to allocate sufficient time intervals between interviews in order to cover longer intervals spent on particular interviews.
You not only need the right candidate to have the required technical skills, behavior is equally important. You need to get right under the skin of the candidates in order to understand and evaluate their behavior before hiring them. Psychometric assessment can assist to analyze the mindset of the candidates and help to hire the right people for your organization.
Keeping constant and regular communication with candidates from time-to-time helps them understand your recruitment process and time-scales. Not communicating can result in communication breakdown which can hamper the recruitment process. Frequent and timely communication is also important during the offer process, notice period etc.
Incidentally, JRG Partners (we) have been recruiting within the US and internationally for over 15 years! When you choose us as your preferred recruitment agency, you can rest assured that you are partnering with one of the best headhunters who have extensive recruitment experience within your industry.