Hiring Strategies for
Small Businesses
#SMBHiring
2
“Startups face a huge burden in today’s economy, often having to choose between funneling resources toward creating their goods and services or managing the often complex accounting, tax and financial strategy planning necessary to run a successful business.”
~ David Ehrenberg, Founder and CEO Early Growth Financial Services
www.recruitloop.com www.earlygrowthfinancialservices.com
RecruitLoop is a global marketplace of independent recruiters and sourcers,
working on-demand by the hour connecting employers of all sizes with experienced recruiters, who can help with any part of the hiring process –
typically with 80% cost savings compared to traditional recruitment.
www.recruitloop.com www.earlygrowthfinancialservices.com
What’s in store…
• How to attract talent• Job descriptions vs performance profiles• Skills vs competencies• Crafting the perfect job ad• Performance-based interviewing• Critical interview questions• Reference checks
www.recruitloop.com www.earlygrowthfinancialservices.com
Talent Attraction
• What are you really looking for? • What exactly will your new team member
be doing?
Job Descriptions vs Performance Profiles
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• What does success mean? • Core objectives• You’re not just looking for
skills, but for natural traits and competencies
• Your performance profile is your tool to use throughout the hiring process, from interviewing through performance management X
www.recruitloop.com www.earlygrowthfinancialservices.com
Separating Skills from Competencies
• Skills can be taught• Competencies are
traits that make someone right for your company
• Especially important as your company grows…
www.recruitloop.com www.earlygrowthfinancialservices.com
Crafting The Perfect Job Ad
• Attract the right candidates• Strong headline• Define perfect candidates in
terms of traits• Link performance profile into
job ad • Perks – what else makes your
organization stand out• Use keywords effectively
Performance based interviewingAKA Behavioral based interviewing, targeted selection based interviewing
•Results-focused recruitment•No hypothetical questions!•Questions must direct candidate straight back to past performance: past performance is best predictor of future performance
•Rewww.recruitloop.com www.earlygrowthfinancialservices.com
S - SituationT - TaskA - ActionR - Result
S.T.A.R.
www.recruitloop.com www.earlygrowthfinancialservices.com
The 5 most critical interview questions
1. Why are you sitting in front of me today?
2. What are you really looking for in your next position?
3. Who else is really involved in your decision making process?
4. What salary are you on now? And what are you looking for?
5. How will you manager react when you hand in your notice?
www.recruitloop.com www.earlygrowthfinancialservices.com
Why you MUST conduct 2 reference checks
• Relate back to performance profile• Target questions around your specific job• Align with your interview guide• Ask about past situations
Key question: Would you re-employ this candidate?
www.recruitloop.com www.earlygrowthfinancialservices.com
To find your “needle in a haystack,” use your performance profile to stitch together the pieces
of your cohesive hiring strategy.
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Early Growth Financial Servicescontact@earlygrowthfinancialservices.comwww.earlygrowthfinancialservices.com415-234-3437Follow us @EarlyGrowthFS
Paul [email protected]@Paul_Slezak / @RecruitLoop
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