How can you differentiate your small business through your hiring process?

One of the things I’ve always done is to involve the people that this employee is going to work with. Generally a leader of that area. Because they are then committed to trying to see that this employee succeeds becomes part of the team and in that team field, they have some input in the hiring process, which also makes them committed to success. If they’re not involved, they only blame you for their failure.

In small businesses, the business owners are the biggest factor. As a business owner, you need to show what kind of a leader you are going to be. How hands on or off are you. How much do you trust your team. Your working style. Your vision. This is the biggest factor in attracting good talent.

It's important to be transparent with your employer branding. When job seekers are looking for a company to work for, they want to connect with a mission and vision that they can believe in and is realistic.

In today's competitive market, differentiating your small business is crucial for success. One way to stand out is through your hiring process. Finding top talent is a constant challenge for businesses, but it can also be an opportunity to create a unique and inclusive culture.

Aus eigener Erfahrung stelle ich fest, dass es sich bezahlt macht, wenn man jemanden mit Rekrutierungsexpertise an der Seite hat. Für KMU, ohne eigene Recruitingabteilung, lohnt es sich auf jeden Fall, enge Partnerschaften mit Personalagenturen einzugehen. Diese können nicht nur im operativen Recruiting unterstützen, sondern auch beratend zur Seite stehen.

Use simple, clear and inclusive language. Use tools like the Gender Decoder and Hemingway Editor to review your job description. Avoid jargon where you can - it can intimidate candidates and you can end up writing a lot of words that lack substance or meaning. Don't feel the need to put *every* element of the job in the job description. Focus on the 5-7 most impactful and common responsibilities along with 5-10 qualifications. Consider removing the number of years of experience and educational requirements to be more inclusive of folks from non-traditional backgrounds.

Il est important que les missions soient claires et que dans l’annonce l’offre puisse permettre aux candidats de se projeter dans l’entreprise avant le poste

Your job description is more than a list of tasks; it's your initial introduction to potential candidates and a chance to convey your employer brand. Craft a compelling description with clear, engaging language. Highlight the unique benefits and challenges of working for your business, offering candidates a realistic preview. Specify the desired skills and qualifications, aligning them with your company's values. Inject personality through humor, storytelling, or employee testimonials to showcase your distinctive company culture. A well-crafted job description not only attracts skilled candidates but also communicates the unique identity that sets your small business apart in the competitive hiring landscape.

- Write job descriptions in a conversational tone - Avoid being too casual to maintain legitimacy - Use simple and straightforward language - Break up the text into short paragraphs and sentences with ample spacing for better readability, especially on mobile devices.

A job description is important and it should be compelling. Most job descriptions are boring. More important even than the job description for attracting top candidates is the job ad. The job ad is not the same as the job description. The job ad is literally a commercial for your company that will attract top candidates.

Craft a hiring experience that leaves a lasting, positive impression on candidates. Ensure consistency from application to offer acceptance. Strategically attract candidates through diverse channels, utilizing various screening and assessment methods. Communicate via multiple modes—email, phone, text, or video—adapting your tone accordingly. Make your offer stand out with personalized touches, whether through letters, videos, or thoughtful gifts. By providing a memorable and positive hiring journey, your small business establishes itself as a unique and attractive employer in the competitive hiring landscape.

What I think is the most important factor is to make the hiring experience memorable. In my current company, as the last stage we invite a candidate to our headquarter. The candidate has a chance to explore our products, offices, but most importantly, to meet his/her future team. After the interview or sometimes before the interview the candidate is invited to an informal lunch with some employees (from different teams) at our canteen. After the interview I tend to walk back the candidate to the train station. If the candidate extends his/her stay for weekend, then I try to organize a small sightseeing tour or a lunch/dinner (based on preferences) and willingness of the candidate.

To create a unique hiring experience for your small business, consider the following: Personalize Communication: Tailor your communication to each candidate. This shows you value them as individuals. Culture Fit: Highlight your company’s unique culture. This can attract like-minded individuals who will thrive in your environment. Transparency: Be open about the hiring process. This can build trust and set clear expectations. Feedback: Provide constructive feedback to unsuccessful candidates. This can improve their experience and leave a positive impression of your company. Onboarding: Create a welcoming onboarding process. This can help new hires feel part of the team from day one.

A hiring experience should be built with the candidate in mind. If you were in the candidates' shoes, what would you want to see? How would you want to be treated? Before starting to speak to candidates, map out the interview process. Each stage should have a clear intention - define what questions need to be answered coming out of that interview. Personally, I keep the total number of stages to 5 interviews or fewer. I've found this to be the right balance of speed and thoroughness.

I believe that hiring processes should not necessarily be unique, but they must be transparent and fair. Recruiters need to treat every candidate with care and respect, regardless of their background or qualifications. It's important to keep candidates informed throughout the process by letting them know when to expect updates and preparing them for what's ahead. Clear communication is key, and recruiters should be as transparent as possible about the process. Even if there are no updates to give, it's important to let candidates know that they haven't been forgotten. By treating candidates with respect and showing them that they matter, recruiters can present a positive company culture and make a great first impression.

Getting feedback from candidates can be surprisingly hard. My favourite way to do this is to create a simple, three-question survey, that you link through to your email signature. This way all candidates get a chance to feedback, and at every stage of the process! In particular, I like to measure how perceptions of an employer change as the process goes on. If it gets better, find out why and use some of those elements in your employer brand!

Take personal and professional ego out of the process. Oftentimes, we as recruiters or hiring managers get caught up on being "in charge." We're hiring, we're making the decision, we're giving someone a job. It's a two way street. We are people talking to other people. We have the same wants and needs. Treat your candidates as equals and with respect, don't abuse your perceived position. It sounds like common sense advice, but this type of behaviour is not common and will set you aside from your competitors for talent.

Talk to your colleagues before starting recruitment. Find out what they like about working for your small business and use their wording to craft your adverts. Using highly polished content often leads to the overselling of a role, a quick way to decrease your retention rates and productivity when candidates join.

Your brand's identity is closely tied to your hiring practices. Stating alignment with specific core values while having contradictory hiring practices undermines that message.

Work with marketers and operations specialists on your hiring through onboarding through professional development process. A marketer's viewpoint may be able see an applicant's journey, much like a customer journey. You are probably already working with them anyway on hiring collateral and your careers web page. An operations specialist may be able to provide efficiencies in the process, making it easier for applicants to do business with you. They could also audit your process.