5 Recruiting Strategy Tips for Micropreneurs to Increase Profit 1000+
Today, we will be discussing recruiting strategy tips for micropreneurs.
Micropreneurs operate on a smaller scale — often with five team members or less. Therefore, they don’t have the same resources that established businesses do.
However, what they lack in funds, they make up for in passion and drive. The thrill of starting a business often attracts like-minded people driven by realizing ideas and innovation.
For this reason, recruiting the right people is key for keeping a company moving in a positive trajectory.
By focusing on candidates that will help them scale and bring the company’s vision to life, micropreneurs can exponentially increase their bottom line.
TABLE OF CONTENTS
A recruiting strategy is a plan for hiring the right employees. It includes a timeline for your company to find the most qualified applicants to continue growing.
Recruitment strategies should extend beyond merely filling open roles. Rather, it’s important to align company goals and skillset gaps with hiring efforts.
At a minimum, a strong recruiting strategy should consider:
- the positions you need to hire,
- a recruitment calendar, and
- tactics to manage your recruiting efforts
Managing and growing a sustainable business requires forward thinking. Your recruitment strategy not only fills job vacancies but prevents the expensive hiring process from taking your company in the wrong direction.
Here are 5 Recruiting Strategy Tips for Micropreneurs to attract the right talent.
1. Identify Your Business and Staffing Goals
The first step in establishing your recruiting plan is to identify your business goals and the roles you need to fill. Your business will need to grow and shift over time. Therefore, it’s critical to consider employees with long-term potential, rather than focusing only on short-term solutions.
Your vision acts as your guidance. Every initiative should be in pursuit of that end goal. If you don’t have a clear vision, then work on that first to prepare for your hiring process.
Once you have your goals in place, consider the team you need. Is there a brick-and-mortar location in your future? How many people do you need to hire and train to make that happen?
The needs of your business should drive the type of team that you build. For instance, think about whether you need a sales team, a marketing team, and/or an IT team.
Likewise, it’s important to know what roles you need and what their responsibilities will be within each team.
For example, are you overwhelmed and considering an employee to help with administrative work? Do they need marketing skills? Sales skills? Tech competencies? Outlining the specific role helps to identify the required qualifications and target recruitment efforts.
With recruiting, you want to think several steps ahead to ensure that your efforts are supporting your goals.
2. Align Your Recruiting Strategy with the Hire You Need
When thinking about the people you’re seeking, start with the following questions:
- Is it more important to have industry experience? Or,
- Do you want someone fresh and new?
Both of these questions will impact your business.
In the early stages of business growth, creating a ‘hybrid role’ and hiring employees with a diverse background can go a long way.
Look for employees who thrive in constantly changing environments and can wear many hats. Then, once you have existing teams and departments in place, you can focus on more specialized roles to help your business reach its goals.
3. Write a Clear and Targeted Job Description
Once you’ve identified the role to fill, all the relevant details need to go in a job description. This is key in attracting the right people.
The job description outlines the job (and ideal hire). The more targeted you can be, the closer you’ll get to the talent you want.
The job description should give insight into your company’s brand and culture – both of which work to attract or deter a potential candidate. In fact, 89% of passive candidates will dig into a company’s brand and workplace culture when deciding whether to apply for a position.
Remember, job boards have thousands of openings. You have to put effort into the job description to stand out.
Follow these steps to write a strong job description:
- Use wording and descriptions that will attract the candidate you’re looking for
- Describe what your brand stands for and why it’s unique
- Outline the skills and values you are seeking
- Be clear about the job’s requirements, roles, and responsibilities
Recruiting strategies are essential to your hiring process and your business. Having a more efficient hiring process saves time and helps in getting the best candidates.
However, most companies struggle with the recruiting process.
Often, it’s because business owners have unrealistic expectations about the candidates they can attract or the number of people that need to come into the funnel to find the right candidate.
In many ways, recruiting is similar to the sales funnel – you’re probably not going to get the perfect person on the first try. But, that’s OK. It’s a process, and it will take meeting with a variety of candidates to find what you are looking for.
This all happens with your screening and interview process. Though the specifics may vary, the most common approach is an initial screening, phone interview, and in-person interview.
Each of these steps takes time and planning. You will need a timeline for the start of your job listing to the date you need to make hiring decisions. Then, work your steps into that timeline.
5. Tighten Your Recruiting Tactics
Having a funnel is great, but you also need talent to flow into the funnel in order to see results.
As a micropreneur, you want candidates who have a specific skill set, but you may be competing with larger businesses with more resources.
Recruiting statistics reveal that top talent are pulled off the market within 10 days.
So, finding and attracting the right candidate isn’t as easy as posting on a job board. You have to put in the work. Posting on the major job boards is a good start, but you should check out smaller job boards that focus on an industry niche or skill set.
Your own network can provide you with a strong sourcing tool, even if you connect with inactive candidates. They may not be available now, but you don’t know who they may know or whether they may be looking in the future.
Your website and social media should also have recruiting resources. If candidates are looking to work for a specific company, they will look at the career page or on the social media page. This is an opportunity to promote and highlight company culture.
Building a recruiting strategy to hire the right talent is no small feat, but it has a significant impact on how your business runs now and in the future.
Done well, your recruiting process can help you attract the right candidates to ensure you’re getting the perfect fit for the job.
About the Author | Allison Todd
Allison Todd is a business coach and consultant with over 20 years of experience transforming small and large businesses’ operations and profitability. Whether it’s beginning, launching, or scaling a business, Allison founded her coaching and mentoring businesses with the hopes of helping clients conquer their fears and build confidence to take their business to the next level.