4 small companies are recruiting trends in 2015
Our 2015 Global Recruiting Trends Report has uncovered a wealth of valuable data on what recruiting managers and recruiters do to attract and hire the best candidates. We interviewed more than 4,000 executives in 31 countries to identify their key priorities and compile the results.
The first priority for small and medium enterprises (organizations with 500 employees or less)? In a shortlist, it is not surprising that 49% of respondents made friends with recruiting and recruiting highly qualified talent, followed by an improvement in the quality of recruiting. Perhaps a surprise is the good attitude of SMEs when it comes to recruiting passive talent and building a strong brand to compete with the big ones.
1. SMEs are dependent on job vacancies for purchases
Small businesses have told us that they rely more on job sites on the Internet than hire people into their companies to fill new jobs, which is different from larger organizations.
SMB job sites
Small businesses often have little time, fewer hiring and budget budgets. They need ways to help them, to find them – not the other way round – and easy ways to promote their openings.
Access to job boards was important to attract candidates with minimal effort. Once they have received the applications, the recruiters must ensure that they not only receive a substantial amount but also a high quality of recruitment. What brings us to ….
2. SMEs prioritize rent quality and follow it in different ways.
The quality of the attitude is generally considered to be the holy grail of recruitment metrics, as it is difficult to measure. Because small businesses do not have the luxury of recruiting new employees when someone is not working, they prefer to improve the quality of recruitment rather than large firms (37% vs. 31%) and tend to focus on satisfaction Recruitment managers.
But big companies spend much more time than small businesses. It is interesting to note that small companies focus not only on improving recruitment quality, but also on different measurement methods. Some parameters for determining rent quality are new employees, cultural adaptation and time spent on productivity.
Priorities for hiring SMEs
3. This is a new and important goal for people who are not looking for a job.
Companies of all sizes can recruit passive talent – candidates who are not necessarily looking for a job but are open to opportunity. In fact, there is no significant difference between small and large companies focusing on the passive acquisition of talent. But when about 75% of professionals consider themselves “passive,” only 61% of companies recruit these candidates. There is a great opportunity to use this talent pool.
4. SMEs are discovering new ways to convince competitors of their competitors
The talent brand is what a talent thinks, feels and shares about your business as a workplace. Despite a small budget and a small team, small businesses realize that it’s important to pay more attention to promoting the brand. The main goal of a strong brand is to attract candidates, but small companies know that developing their brand attracts more qualified candidates, reduces the turnover rate of their talent, and lowers the cost per hire.
How do recruiters promote their talent brand? Small businesses use more professional online networks (like LinkedIn), friends or relatives, or word of mouth and social media (Facebook and Twitter are the most important). For example, building a brand can help you build a meaningful resume, make frequent updates to your business, or create a corporate video that highlights your company’s drivers.