hiring strategies for small businesses

Hiring Strategies for

Small Businesses

#SMBHiring

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“Startups face a huge burden in today’s economy, often having to choose between funneling resources toward creating their goods and services or managing the often complex accounting, tax and financial strategy planning necessary to run a successful business.”

~ David Ehrenberg, Founder and CEO Early Growth Financial Services

www.recruitloop.com www.earlygrowthfinancialservices.com

http://www.recruitloop.com/

http://www.earlygrowthfinancialservices.com/

RecruitLoop is a global marketplace of independent recruiters and sourcers,

working on-demand by the hour connecting employers of all sizes with experienced recruiters, who can help with any part of the hiring process –

typically with 80% cost savings compared to traditional recruitment.




What’s in store…

• How to attract talent• Job descriptions vs performance profiles• Skills vs competencies• Crafting the perfect job ad• Performance-based interviewing• Critical interview questions• Reference checks




Talent Attraction

• What are you really looking for? • What exactly will your new team member

be doing?

Job Descriptions vs Performance Profiles

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• What does success mean? • Core objectives• You’re not just looking for

skills, but for natural traits and competencies

• Your performance profile is your tool to use throughout the hiring process, from interviewing through performance management X




Separating Skills from Competencies

• Skills can be taught• Competencies are

traits that make someone right for your company

• Especially important as your company grows…




Crafting The Perfect Job Ad

• Attract the right candidates• Strong headline• Define perfect candidates in

terms of traits• Link performance profile into

job ad • Perks – what else makes your

organization stand out• Use keywords effectively

Performance based interviewingAKA Behavioral based interviewing, targeted selection based interviewing

•Results-focused recruitment•No hypothetical questions!•Questions must direct candidate straight back to past performance: past performance is best predictor of future performance

•Rewww.recruitloop.com www.earlygrowthfinancialservices.com



S - SituationT - TaskA - ActionR - Result

S.T.A.R.



The 5 most critical interview questions

1. Why are you sitting in front of me today?

2. What are you really looking for in your next position?

3. Who else is really involved in your decision making process?

4. What salary are you on now? And what are you looking for?

5. How will you manager react when you hand in your notice?


Why you MUST conduct 2 reference checks

• Relate back to performance profile• Target questions around your specific job• Align with your interview guide• Ask about past situations

Key question: Would you re-employ this candidate?


To find your “needle in a haystack,” use your performance profile to stitch together the pieces

of your cohesive hiring strategy.

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Early Growth Financial Servicescontact@earlygrowthfinancialservices.comwww.earlygrowthfinancialservices.com415-234-3437Follow us @EarlyGrowthFS

Paul [email protected]@Paul_Slezak / @RecruitLoop

hiring strategies for small businesses

Business

past performance

performance management

perfect job ad performance

competencies skills

specific job

job ad perks

hypothetical questions

hiring process