If you run a small business you probably need help with hiring. Great staff can make or break a business. Unfortunately, finding greatness isn’t always easy.
Most of the hiring tools for small businesses (Craiglist, Indeed.com, etc) are already decades old. And the powerful HR tools that large organizations use aren’t well suited for owner-operated businesses.
Since launching Liveli we’ve helped hundreds of small and medium businesses make better hires. We’ve even released an app that automates most of the process. Along the way we’ve also watched, studied, and learned from some of the best-run small businesses. We’ve put together a list of 22 little things that help companies more effectively source, screen, schedule, and hire job seekers.
- Pictures — Add pictures to your job posts. Job seekers apply more when there are pictures.
- Post the pay. It helps attract qualified candidates and will make sure that interests are aligned.
- Post the company name. Let people know what company they’re applying to work for.
- Post the location. Include the location so candidates can look at commute and transit options.
- Publish at the right times. Most people apply for jobs in the mid-morning and late afternoon. It helps to post during those times.
- Respond faster. If you think a candidate has promise, give them a call immediately.
- Prepare the candidate. If you schedule an interview make sure that the candidate knows the who, what and where of the interview. Who are they meeting with? What do they need to bring? Where should they meet?
- Know what you’re looking for before you interview. Make sure you know what will make a candidate successful at your company. What skills do they really need? What characteristics will make them an A+ player?
- Write better descriptions. Spend a few extra minutes on a job description. You’ll get better candidates. Feel free to copy one that you like.
- Involve the right team members. — Invite the right people to the in-person interview. Making a candidate come back multiple times will likely cause them to drop out of the process.
- Make a plan. Sit down and think about the interview process. Know what steps you are going to do, who will be involved and how long your interviews will be. Know if you want them to do a stage or trial shift.
- Offer multiple interview times. Some candidates will already have jobs. Offering multiple times to interview will help make scheduling a lot easier.
- Text before you call. Candidates often don’t answer calls from unknown numbers and a surprising number of people never check their voice mails. We’ve found that sending a text first then calling helps to get people to respond.
- Remind and confirm. Lot’s of people will forget about their interviews. Setting up reminders for the night before and morning of will really help get the candidates to show up. We suggest both text and email.
- Have a printer in the building. You never know when you need to print a resume or onboarding docs. Good printers are less than $100, it pays to have one around.
- Be prepared for the interviews. Print off resumes (if that’s your thing), block off time, and know who you’re expecting. Spending a few minutes preparing for the interview will help make the experience better for everyone.
- Treat candidates well. Follow the golden rule. Treat others how you would like to be treated. Show them respect, spend a few minutes getting to know them. Followup.
- Structure your interviews. We recommend doing the same interview for every candidate structuring your interviews this way will make it a lot easier to compare candidates and get repeatable results.
- Get out of email, and get into software. It’s really hard to track candidates, resumes, and interviews in your email. Get out of email and start using software as soon as you can.
- Use that software on your mobile device. It’s hard to use a laptop in a kitchen or on the floor. Try to use software that you can use on your phone or tablet. It will make your life a lot easier.
- Always be hiring. You never know when someone is going to quit, leave or get abducted by aliens (no-show). Having a pipeline of candidates will make it a lot easier to make that next hire.
- Having hiring documents ready. Find a candidate you like? Onboard them then and there. Have the docs ready. Sending docs by email sounds great until you realize that a lot of people don’t have computers at home.
Liveli makes hiring ridiculously easy. Source, screen, schedule, and manage job applicants from your phone, tablet, or computer. Save hours and headaches.