Featured in the Sunday Business Post, Managing Director of Executive Connections Hilarie Geary advises on the importance of future planning when it comes to hiring staff and having a clear recruitment strategy in place. Read the full article below.
By developing a clear recruitment strategy, small firms can future-proof their businesses and stay ahead of the competition, according to Hilarie Geary, managing director of Executive Connections, which is celebrating 25 in businesses this year.
“Small businesses need to develop more strategic recruitment and attraction strategies. A smaller company offers many benefits and these should be highlighted,” said Geary.
“Free of corporate infrastructure, small firms can often offer a more flexible working environment where employees are given greater freedom to initiate projects, develop and lead product and service innovation and work closely with the senior team.”
“This can potentially fast-track their careers, free from the limitations of having to follow a structured hierarchy”
She said that small businesses could implement a strong recruitment strategy that was also cost effective. “Even if your intention is not to hire immediately, develop a recruitment plan. Use your figures for projected growth to estimate your required headcount to effectively meet business requirements as they evolve” she said.
“Use the right channel to attract the right candidate. Word of mouth recommendations are cost free and can yield astonishing results. You can also leverage social media and recruit through your social networking strategy.”
“Remember to post job openings in special interest groups on LinkedIn and Facebook and other social media platforms”
Geary said that networking through local business organisations and professional bodies could also help to support word of mouth recommendations.
“Analyse the metrics from your last campaign, and be sure not to repeat a strategy if it didn’t yield the desired result. Build evaluation into your strategy and you will see over time the improvement and increased efficiencies in your recruitment process,” she said.
“Hire for behaviour and train for skills. You cannot change a person’s attitude towards their approach to work, but you can change and develop their skills.”
Geary said that recruitment should be a continuous process and form long term marketing strategy. “Becoming an employer of choice takes time so aim to build on reputation, brand and capability. Take the long term view and use part of your marketing budget to build your employer brand” she said.
“Prepare your existing people for change within the business, especially as you plan for the new growth in headcount. Engage your employees throughout the recruitment process. It is important to be as honest as possible throughout. Pitch expectations at a realistic level, and don’t sugarcoat a job description.”
If you require any advice on devising a recruitment strategy please get in contact with us on 01-6618740.
