4 Things Every Small Business Must Do Before Publishing a Job

The Chinese philosopher Sun Tzu once said that every battle is won before it happens. And he is right – preparation is at the heart of success.

This logic certainly applies to hiring, especially for small businesses. The problem is that small business owners are often busy with so many other things that they do not do well enough to publish a job and eventually hire someone.

But if you can get ready before you even have a job, the hiring process will be much easier and your chances of hiring a quality person will increase considerably. And that will really make your life easier.

In particular, the owner of a small business must do four things before publishing a job. They are:

1. Define the job with these three questions
If you are hiring someone for your small business, you probably have an urgent need to take care of it. But engaging Guru Lou Adler suggests digging deeper than three exploratory questions that will help you define exactly the person you need.

The three questions and their meanings are all detailed here, but they are:

What are the 2 to 3 main objectives of a person in the role you have to fulfill during the year, that you all agree on a defined professional success?
For each main objective, what are the one or two sub-tasks that differentiate the best people so that the main objective is achieved?
What skills, behaviors, or key skills are critical to success in this role?
Answering these questions should help you focus on the skills and thinking you need in the person you are hiring.

2. Determine the compensation range for the position
Finance is always tight for small businesses. In other words, if you offer a lower salary than the market, you limit your talent pool. And the attitude of a grown person should have the highest priority.

Two things to remember First, another Adler board argues that money is not the key to recruiting a candidate. Instead, he believes that finding someone’s intrinsic motives – essentially what they want to do in their careers – and addressing them is the key to closing the best talent.

Second, LinkedIn’s research found that the most common reason people switch jobs is career advancement rather than money. In other words, people want a career that can give them room. This is often the case in a small business because people gain a lot of valuable new skills and, as the business grows, there are great opportunities.

Well, yes, money is important. But other things can surpass cash. Whatever you choose for your offer, remember that a good person can not be guaranteed by you. Instead, you position the job as an excellent opportunity, not a salary.

3. Write a compelling job description that attracts top talent
The next step is to write a job description that will help you find the best talent you are looking for.

The good news is that most job descriptions are relatively boring and do not encourage anyone to apply. So, if you write a good one, it will really stand out and give you a big advantage.

Here are the keys to writing an outstanding job description, but the good snack is to avoid the corporate language and the endless list of requirements you see in most cases. Instead, create a description that reflects the culture of your company and the goals you have for the job.

4. Discover a wise sourcing strategy
Once you have your job description, it’s time to develop a sourcing strategy. One of the most common methods is to post the post on LinkedIn. Here is a list of free things you can do to expand the scope of this article.

But, as a small business owner, the problem with getting a job on a job site is that it often means that you have to consult many candidates to find the number that should really be interviewed. In addition, only 30% of employees are actively looking for new jobs. You limit your talent pool by relying solely on candidates who apply via a bulletin board.

Therefore, another procurement strategy is to look for passive talents – d. H. People who are not looking for work – both through referrals and via LinkedIn. For referrals, you need to share your job description with your network and ask if you know someone who suits them because referrals are often among the best.

LinkedIn also allows you to search for talent in your area that suits your organization and InMail. This ensures that you spend time with candidates you find particularly desirable, rather than the unknown pool of talent that goes through a job site.

What is the best procurement strategy in general? It depends on your needs, but it’s usually a combination of all three.

Once you have completed the four steps, you can publish your work and start the procurement process. Chances are you will do a much stronger attitude.

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