The recruitment process can be a lengthy process for your business, involving placement of job advertisements, attracting the right candidates and ultimately employing the right person, but it is an important process to get right the first time, especially for a small business.
Understanding that the first steps, before you even consider placement of your job advertisement, includes designing the job, defining the employment details and documenting the position description, will go a long way towards achieving success.
By using best practice recruitment methods you will be able to meet your recruitment outcomes
Let’s take a look at what the recruitment process involves and specifically the various initial stages of that process, and then have a look at options for where to place your job advertisements.
The recruitment process initial stages:
- Position design – When designing the position, it not only requires consideration of what the business and your customers need, but also what type of candidate is available in the marketplace and meeting their expectations.
- Employment details – After you have a better idea of the role and type of candidate that your business needs to attract, it is important to know what you are able to offer. Is the role going to be permanent or temporary, how many hours are available and what salary is on offer.
- Position Descriptions – It is important to understand the key requirements for each position in your business and have it documented. This will help you to attract the right candidate regardless of if they are internal or external, outline the qualification and licence requirements, previous experience and high level areas of focus.
Once you have worked your way through these important stages of recruitment you are ready to commence the advertising process itself.
You will need to first draft the copy for your job advertisement. When doing this remember to consider and use all of the information and knowledge you have gathered about the role in the initial stages of the recruitment planning. The preparation should make the job advertisement writing process more efficient and simpler.
Key elements to include in your job advertisement are:
- Briefly explain your business
- Describe the key focus and duties of the role
- List the skills and experience needed for the role
- Provide detail of the benefits and culture of your business
- How to apply for the role and what to submit
Once you are ready to promote your job advertisement it is highly beneficial to consider your brand presence online by considering using logos, relevant images and company colours in advertisements. You may also wish to consider using stand out or premium advertisements or using targeting on social media campaigns to get your business seen by more potential candidates.
In addition to the above, by displaying and representing the benefits your business offers through the position description and job advertisement, that makes a potential candidate motivated to complete an application, and really want the job.
Now that you have identified the specifics of the position that is on offer, this brings us to where to place job advertisements.
Where is the best place to advertise your vacancy?
There are a few different ways that you are able to advertise your vacancy. These include;
- Online job boards – There are a range of different online recruitment platforms available and they have a large reach. Some job boards are broad and cover a range of different industries such as Seek and Indeed, whereas some are for specific industries such as ArtsHub or SportsPeople. The type of role that you are recruiting for will change where you advertise your role.
All online job boards have the ability to tailor your advertisement, include your company logo, include a video or images and you can choose a stand out advertisement to increase visibility.
- Social Media – As the demands for social media continue to grow with both employers and employees, so does the expectation that vacancies will be advertised via these platforms. The most common options are facebook, LinkedIn and Twitter. You will have a loyal base of fans that follow your page and may share your advertisements with others that are suitable.
All social media platforms have the ability to tailor your advertisement, include your company logo, include a video or images and you can choose to boost your advertisement to target certain demographics.
- Company Website – It is a great way for potential candidates to view current vacancies and quickly learn about your company history, product or service, and other team members. This also gives an opportunity for internal candidates to find out about the job posting and apply or share with family and friends.
- Recruitment Agency – Another option is to utilise the expert skills of a recruitment agency. They will source, screen and shortlist suitable candidates. This can be a good opportunity for hard to fill positions or if you are unable to dedicate the time required to complete a timely recruitment process.
- Professional Associations – Most industries will have an industry or even role specific network or professional body that are aimed at sharing information, regulating operations and communicating vacancies. This is another option for hard to full positions or if you are wishing to locate already skilled professionals.
- University job boards – If you are considering attracting graduates or young professionals then you might like to consider nearby universities. You can gain access to their job boards to advertise your vacancies to students seeking employment.
Once your vacant position has been advertised and candidates begin to submit their applications you are ready for the final steps of the recruitment process. This includes shortlisting, phone screening and then the final face to face interviews and background checks. All of these stages of the process are just as important as the initial recruitment planning and the placement of your job advertisements.
There is benefit in planning your next hire so invest the time and set your business and your new employees up for success. Need some assistance? Contact Small Business Society today.
The information provided in this document is for your guidance only and is general in nature. It does not constitute as legal advice. It is the responsibility of the individual to seek legal advice where required.
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About Kate Tongue
Kate Tongue is the founding Director of Small Business Society.
She is a qualified and experienced Human Resources professional with more than 10 years of experience across the private and public sectors.
Her particular interest and experience is in managing the employee life cycle, delivering process improvements, and Human Resource strategy.
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