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May 9, 2024

Attract the Best Candidates with these Job Post Tips for Small Businesses

As a small business owner, finding the right employees can be a daunting task. With the rise of online job boards and social media platforms, the competition for top talent is fiercer than ever. However, it’s not just about attracting candidates, but also ensuring that your job posts are legitimate and authentic.

Communicate Your Business Values

By clearly stating your company’s mission, vision, and values, you can differentiate your business from others and attract candidates who align with your principles. Use your job posting as an opportunity to showcase what your business stands for and how it operates. Highlight any unique benefits or initiatives that set your company apart. This transparency will not only attract candidates who share your values but also help weed out those who may not be a good fit. You can even provide some social proof from current employees through testimonials of what it is like to work at your business. Remember, candidates are looking for more than just a job – they want to be a part of something meaningful. 

Use Professional Language and Format

Avoid using overly casual or slang terms and opt for clear and concise language that conveys professionalism. Use proper grammar, spelling, and punctuation to demonstrate attention to detail. Structure your job postings in a clean and organized format, using bullet points or subheadings to make information easy to read and understand. Avoid excessive use of jargon or industry-specific terms that may confuse applicants. Remember, the way you present your job posting reflects your business’s image and reputation, so take the time to ensure it is professional and polished. If you need help writing a job description, our Small Business Concierge Service can help!

Be Transparent About Salary and Benefits

Candidates want to know what they can expect in terms of compensation and perks before they invest time and effort into the application process. So, be upfront about what you have to offer. Clearly state the salary range and any additional benefits, such as insurance, perks, training or flexible work options. This will not only help candidates determine if the position aligns with their expectations but also demonstrate your commitment to fair and equitable compensation.

Provide Contact Details and Application Process

One of the most frustrating experiences for job seekers is coming across a job posting without any contact information or clear instructions. As a small business owner, you want to make it as easy as possible for qualified candidates to reach out to you and submit their applications. Provide your contact details, such as an email address or phone number, so that candidates can easily get in touch with any questions or to submit their resumes. Additionally, clearly outline the application process, whether it’s through an online form, email, or some other method. By providing clear contact details and an easy-to-follow application process, you’ll not only make a good impression on potential candidates, but you’ll also increase the chances of attracting qualified applicants.

Actively Engage with Applicants

Don’t just sit back and wait for resumes to come in – take a proactive approach in your hiring process. Respond promptly to inquiries and applications, acknowledging receipt and providing a timeline for next steps. Ask thoughtful and relevant questions to gain further insight into candidates’ skills and experiences. Schedule interviews in a timely manner and keep candidates informed throughout the process. Provide feedback and updates, even if it’s to let them know they didn’t make it to the next round. Many applicants are dealing with the frustration of being ghosted during the hiring process (for those that are not familiar with “ghosting”, this is when a candidate interacts with a company and at some point of the process, the candidate never hears back from the company even after following up). Some open positions may receive hundreds of applications which can make it difficult to respond to everyone, but you can set up automations to inform candidates of what is happening within the process so that they know where they stand with your company.

If you feel a little uncertain about the whole hiring process, then check out our self-paced online course Hiring Made Easy where you can learn from industry experts how to craft the perfect job description, what steps you should go through when hiring, what salary you should offer, and more.

 

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Written by
May 9, 2024

Ensuring the Best Fit as a Job Seeker or Business Owner

 

Occasionally, both job seekers and employers jump into things a little too quickly — normally for similar reasons. Job seekers might be looking for a position as soon as possible, and employers are looking to fill empty spots as soon as possible. However, jumping on the very first thing that comes along for both parties can have some not-so-great consequences down the line. It is important that you find the right fit. There may be times where you’re just not certain whether or not a new position or employee is the best option, which is why it’s important to consider the following factors:

For Job Seekers, Identify Your Ideal Work Environment

When we say work environment, we aren’t talking about your home office setup. Instead, we mean that you need to consider what it is that makes a job great for you. Discovering your optimal remote work environment is a pivotal step in your job-seeking journey. Begin by reflecting on your work habits and preferences. Do you flourish with structured schedules, or are you seeking the flexibility to design your own day? 

Evaluate your ideal level of interaction with colleagues: Do you prefer a tightly knit team dynamic, or are you more productive with minimal oversight? Assessing these elements enables you to target positions that complement your personal working style. Additionally, delve into the company’s remote culture by examining its communication tools, team engagement practices, and support for remote employees. Seeking feedback from current or former employees can also provide invaluable insights into the day-to-day realities of remote work within the organization. 

Additionally, take time to write down a spectrum of how you view work, what are your favorite tasks and which ones are your least favorite that you never want to do again? This can also help refine your search to find something you enjoy doing. Keep in mind, you won’t absolutely love every aspect of your job. Maybe data entry isn’t your favorite, but you still have to enter your hours worked and what you did. As long as you love the other parts of your job, that can still be a good fit. It’s important to understand your work boundaries.

For Businesses, Craft the Perfect Job Description

How do you know what to look for in a job candidate? Start with the job description. It’s the first point of contact between your business and potential talent, making it essential to detail not just the role’s responsibilities but also the personality and skills ideal for your remote work culture. It also helps you focus your wants and needs.

Start by creating a list of everything your business needs help with. Separate these into categories — social media posts would fall under marketing, entering payables would fall under bookkeeping, and so on. From there, write down everything a person would do in a singular position; if you need someone to help with social media posts as a marketer, what do you expect them to do? Do they create a calendar? Create posts? Or do they just reply to comments?  This might sound time consuming, but it’s important to define the role so you know what you want and you can communicate what you expect to potential candidates. Once you have the role defined, it’s time to put it all together in a job description.

Emphasize the soft skills crucial for remote efficiency — like self-motivation, time management, and digital communication proficiency. Be explicit about what remote work at your company entails, including expectations around availability, digital proficiency, and any specific tools or platforms used regularly. Illustrate your company’s ethos and how it translates into a remote setting to attract individuals who resonate with your values and work style. This clarity not only attracts applicants who are more likely to be a good fit but also sets the stage for a transparent and productive relationship from the outset. Remember, the goal is not just to fill a vacancy but to integrate a new member who will thrive and contribute to the collective success of a remote team.

The Interview Process: Going Beyond the Resume

The interview process is where both parties merge what they are looking for; this time is for both job seekers and employers to ask questions. It is a good idea for everyone to show up with a list of questions. 

For job seekers, pull from the list you made of what you want to do in a position. Ask the company to paint a picture of what your day to day schedule will look like. Follow up on any vague areas in the job post that you noticed. Don’t be afraid to jump in at any point and ask questions. The more you know, the easier it will be for you to decide whether or not this position is a good fit for you.

For employers, arrive with a list of questions tailored to the specific candidate you are meeting with; ask them about past positions listed on their resume and follow up on areas in the cover letter that interested you. It’s always good to have a set framework of questions such as posing a particular issue your company has encountered and ask the candidates how they would tackle it. However, to best understand if this candidate will fit with your company, you need to make sure you’re asking them specific questions about their experiences.

Overall, the interview stage is a critical juncture where deeper insights into mutual compatibility emerge. For job seekers, this is your opportunity to illuminate your soft skills, demonstrate how you navigate challenges, and highlight your proficiency in a remote work setup. For businesses, the interview offers a window into a candidate’s adaptability, communication prowess, and ability to independently manage tasks. By prioritizing these interactions, both parties can gauge the potential for a successful and fulfilling professional relationship in a remote context.

Do you have tips to share on how to decide if something is a good fit for you? Share it with us and we will feature it in an upcoming blog!

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