4 Unique Recruiting Tools for Small Businesses & Start-Ups

The U.S. Chamber of Commerce recently released a great statistic there are approximately 9.9 million job openings in the U.S., but only 5.8 million unemployed workers. If every unemployed person in the country found a job, we would still have 4.2 million job openings. This reflects what employers have been experiencing for several quarters: the landscape is competitive and the great talent needed to succeed is growing increasingly harder to locate and lockdown. 

As a result, employers need to get creative when it comes to their recruiting and talent-sourcing tactics. In this post, I’ll help you address the challenge head-on.

Here are four of the top strategies I recommend to small businesses and start-ups looking to invest in their people and grow their core team: 

RELATED: Recruiting Biases: How to Avoid Blind Spots and Make Smart Hiring Decisions >> 

Recruit from Diverse & Inclusive Talent Sources 

Recruiting from diverse and inclusive talent sources is not only a fantastic way to access strong candidates, but it also helps you establish your company’s values and employer brand both internally and externally resulting in a larger talent pool to choose from. There are endless ways to direct your job advertisements to diverse and inclusive venues, but if you’re looking for a place to start, consider the following: 

• Promote in minority groups

  Use job sites that promote opportunities in minority groups, such as Diversity.com, LGBT. net, Black Career Network, Ability Jobs, the Hispanic Latino Professional Association, The Mom Project, Work Force 50 and Pink Jobs. 

• Host events

  Host recruiting events at schools and trade programs with diverse student populations. Many universities, colleges, and trade programs have a diverse talent pool. 

• Value diversity & inclusion

  Show that you value diversity and inclusion in your job advertisements. You’re likely already using gender-neutral language in your job descriptions, but that’s just the basics. Comb through your postings for anything that might indicate that you’re looking for a particular kind of applicant. For example, “3 years of experience required,” might imply the exclusion of those with far more experience, garnering applications only from younger candidates. Instead, say “Minimum of 3 years of experience required.”  Pay particular attention to wording that contains unnecessary industry jargon. 

RELATED: 8 Benefits of Diversity in the Workplace >> 

Use Social Media to Attract Candidates 

According to LinkedIn, around 86 percent of job seekers use social media in their job search. If you’re not taking advantage of free social media platforms, you’re missing an opportunity to promote your company’s brand and its open positions. 

It’s now easier than ever to promote your company’s culture via social media. Note, you can boost your chances of garnering applications by making sure that your company’s profiles are up to date across your platforms. A uniform, attractive presence and strong employer brand go a long way in representing your company’s culture.  Posting across various social media platforms will assist in attracting candidates that you may not have reached if only posting to one platform.

Make Sure your Recruitment Process is Fair, Equitable & Compliant 

It’s critically important to create a fair and equitable recruitment process and ensure that all interested candidates are given a fair chance. Not only is it the right thing to do, but an equitable recruitment process will also deliver better talent results time and time again. Ask yourself the following questions as you’re vetting and revamping your recruitment strategies: 

• Is your application process repetitive? 

  Take the time to look at your process and make sure it is streamlined.  Are you asking for a cover letter, resume and for applicants to enter their job history? Repetition could be losing your candidates.  

• Are your hiring managers harboring implicit biases? 

  This may be apparent if a certain hiring manager has brought on a disproportionate number of employees sharing a certain protected trait, such as race, gender or age. 

• Are your “requirements” really requirements? 

  One of the quickest ways to unfairly discourage a qualified applicant from applying to an open position is to put a “requirement” in place that you don’t truly need to be fulfilled in the role. For example: is a degree necessary or could a certificate work? 

We often discuss fairness and equity as a recruiting strategy, but it’s crucial to point out that ensuring compliance with federal, state, and local laws and regulations is not optional. If you’re looking for a hand with HR Compliance, reach out to an experienced PEO (Professional Employer Organization). 

RELATED: Pay Transparency in Job Postings? It Could Be the New Norm >> 

Create a Culture That Values Employees 

It's no secret that retention and recruitment are inextricably related, but many employers underestimate just how powerful their employees' experience at work can be in the company's efforts to boost their recruitment processes. The Society of Human Resource Management reports that the number one reason a candidate will choose one company over another comes down to the company's culture. Word of mouth is the most natural (and oftentimes, most valuable) way to spread your company's reputation for its strong culture. Solicit feedback from your current employees on how to improve your culture and encourage them to share what they love about the company within their network. 

Axcet HR Solutions: Your Human Resources Partner 

Could your company's culture use a refresh, or do you need a hand examining your recruiting processes for compliance with applicable laws and regulations? Strong HR strategies are critical to a company's sustained growth and success, but often, small businesses and start-ups' valuable time and energy are directed elsewhere. 

That's where an HR company, like Axcet HR Solutions, comes in: We handle employee relations, HR compliance, risk management and much more--so you can focus on growing and scaling your core business. 

Interested in learning more about Axcet HR can help? Schedule a conversation with our experienced experts today.