<img src="http://www.cntr-di7.com/59168.png" style="display:none;">

Finding the Best Talent Without an HR Team

Clare Hopping

Travis Wise/flickr Travis Wise/flickr

With candidate pools growing larger than ever, recruiting can be costly, putting smaller companies at an inherent disadvantage.

How can these smaller companies without HR departments find the best employees?

Work with Larger Talent Pools through Social Media

Social media and web tools are now many companies’ main source of recruitment, both a welcome change and a formidable challenge for smaller companies without an HR department. With social media and web-based tools, it’s easy to find and contact however many different candidates you need.

It’s also very important – especially for smaller companies with limited financial resources – to pool talent, or, in other words, collect a large database of possible candidates on file. Organised and informative talent pool files are especially crucial so that these files can be accessed as soon as they might be needed. Larger candidate pools mean a wider range of talent.

The difficulty with a larger candidate pool, especially comprised of applicants found on the web, is determining the validity their respective candidacies. Larger companies may be able to spend more time and money researching and interviewing each candidate, but smaller companies must rely on more sophisticated web tools to screen more candidates earlier in the recruiting process.

Don’t Allow for Mistakes

In order to survive as a growing business, it’s essential to reduce the costs associated with poor hiring processes. Companies waste far too much time and money on high employee turnover and mediocre hires. In order to establish a team of hard-working and committed employees, attracting the right crowd of applicants should be your first priority.

Employer branding, or sharing the employee culture of the company with prospective employees, is an effective way of attracting right-fit candidates.

Defining and maintaining a company culture is also crucial to the screening process. Many companies are realising that the personalities of their employees and of their business are far more important than previously thought. “Start by defining ‘what good looks like’ for your business,” Roger Philby, founder of recruitment specialist firm The Chemistry Group, said in an article in the Telegraph earlier this month.

Philby says companies should be investigating their top employees, asking questions like, “How do people describe them? How do they behave? What do they do differently from everyone else?”

Utilise Available, Sophisticated Web Tools

Web-based video services like the ones offered by LaunchPad Recruits are especially effective solutions for companies without an in-house HR team, because they allow far fewer people to handle the hiring process much more effectively. Video interviewing is a cost-effective process that makes it easy for companies to review and maintain a large talent pool.

Candidates answer questions on their own time, creating succinct profiles that can easily be reviewed online by multiple users and kept for later. Interviews are highly customisable, allowing for companies to communicate their corporate culture to potential employees.

The Bigger Picture

Larger candidate pools are great for many companies, but smaller companies with lower hiring budgets are frequently at a disadvantage. Smaller companies must use web tools in smart new ways to improve candidate quality and reduce errors. Longer time spent screening a greater number of candidates means less time spent in face-to-face interviews and more high-quality candidates to choose from overall.

Clare Hopping

Clare Hopping has been involved in the recruitment of both full-time employees and freelance staff for ten years. She specialises in recruiting staff via social media and digital platforms.