How Small Businesses Find BIG Talent

Large businesses often offer candidates the big brand name, several bonuses and benefits aligning with a large pay package. So, how can small businesses compete with the top guns and recruit the best possible talent? Fortunately, it is quite easy because there are many candidates looking to work in smaller companies. For example, smaller businesses often have less employees therefore the hierarchy is easier to climb and is less competitive. This offers employees more of a chance for career progression. Smaller businesses also offer opportunities in broader job profiles which allows them to build their learning and capabilities where often the larger companies are very job specific. Here are some more ways small businesses can compete with larger ones:

1. Offer competitive compensation

This can vary by industry and how many other roles to the same regard are available. By conducting market research and surveys, a ballpark figure will emerge. From here, creating benefits and perks to add to that or increasing the figure- you will attract the right candidates.

2. Provide a flexible workplace

Most large organizations have the expectation that employees will work normal business hours in their head office. They are unable to support further specific requirements as there are too many employees within their organization. By providing candidates the option to work in different environment, such as from home, or with flexible hours they are more likely to apply for your role. Allowing this point of difference makes your organisation attractive and appealing to a larger pool of candidates. 

3. Don’t use generic job descriptions

Try to change the responsibilities of the ideal candidate by adding extra duties and using less “wordy”, descriptive tasks. Generally, this is provided in bullet points, which is more likely to be read by candidates. Also, try using language that is consistent with your company culture as this will also ensure the right people are found in the talent pool. 

4. Use diversity to your advantage

Most candidates look for diversity before agreeing to signing a contract and commencing a role. For example, women will look for and be wary of gender equality in their workplace. Large organisations can fall into the trap of being too busy to be mindful of this. Therefore smaller companies can use this to their advantage by ensuring a diverse workplace of people from different parts of the world and different genders to attract top talent.

Be sure to check out The Recruitment Alternative’s affordable solutions for new roles you are hiring. Also, take a look at our testimonials for feedback from happy clients in small or large organisations who have used these tips to their advantage.

3 tips on hiring staff in a hurry!

As an employer there may come a time when you are in need of hiring staff in a hurry! Whether it’s due to company growth, restructure or an unexpected resignation, it can be stressful and overwhelming.  Here are some handy tips from The Recruitment Alternative to assist you when hiring staff:

Get clear:

Getting clear on your business needs as well as what you are seeking in a new employee is key. Take some time to think about and answer the following questions:

  • What does the business truly need?
  • How does this position fit in to the smaller team and wider organisation?
  • How will this role support the business moving forward?
  • What are the key skills and experience required for the position?
  • What is our company culture and what type of person will fit into this culture?

Once you are clear and your needs are clearly defined, formalise this in writing via a detailed Position Description.

Get organised:

  • Have your calendar ready with days and times scheduled in for candidate interviews.
  • Know your recruitment process. How many interviews will prospective candidates have? Will they be required to do any additional testing? Plan ahead and ensure you have your interview questions and interview guides prepared. Having a clearly defined recruitment process will alleviate some pressure and you can also confidently communicate this to the candidates.
  • If you are interested in making an employment offer, don’t delay! In this candidate short market, candidates have no shortage of jobs to choose from and are quickly being snapped up!

Get assistance:

Whether you are short on time, it’s your first time recruiting or you just find the process overwhelming, seek support and assistance from and experienced Recruitment Agency like The Recruitment Alternative. We will take the stress away from you so that you can focus on business at hand.

At The Recruitment Alternative, we recruit across a wide range of industry sectors. Wherever you are in Australia or New Zealand, we have you covered. Our experienced consultants recruit for roles in the areas of Customer Service, Digital Marketing, I.T, Retail and much more. Call us on 1300 548 546 to find out how we can assist you with your recruitment needs!

Low Cost Recruitment Solutions for SME’s – Sales

Our low-cost recruitment solutions are working for many SME’s across Australia. Join the recruitment revolution and save thousands of dollars on your next recruitment campaign.  The Recruitment Alternative is Australias low-cost recruitment agency. We recruit in the vast majority of job categories at a fraction of existing prices.  Why pay more?

Finding a great Sales Person for your team

Low-cost recruitment

As we all know the Sales profession is undergoing radical changes.  And with the rapid rise of online technology, including social media and digital services, today’s Sales professional needs to be across a broad range of media and strategies if they are to succeed.

As a Star Sales Professional, it is vital you stay abreast of all these changes. These Sales staff will maximise your chances of remaining competitive in the job market.  Also, they need to be up-to-date with their skills. And able to demonstrate how they can add value to your company.

Some Sales candidates may claim to know how to use, say, Linkedin for marketing purposes. However, it’s quite another skill to demonstrate return on investment.

Look for Passion

Whether you’re looking for a seasoned professional or a trainee, a sales person needs to have that special drive for their job.  So most importantly they should have a passion for sales. And a desire to meet new prospects and solve client’s problem through creatively crafting their sales solution.

The Recruitment Alternative low-cost recruitment solutions can help you.

Low-cost Recruitment Solutions

Effective marketing is the key to success in many businesses.  And if you get it right and your business will thrive. Getting it wrong is not an option in today’s ultra-competitive business world.

The Recruitment Alternative will only send through the best candidates for you to interview. See our success stories . Our Recruitment Consultants are trained to find the right person to fit both the role and your company.

Our in-house expertise and access to large marketing candidate databases. We provide our clients with the best possible service at a price that makes sense. Also our multi-awarding winning budget recruitment service means you no longer have to pay exorbitant fees to recruit good marketing people.

Contact The Recruitment Alternative today for an obligation free consultation. Call us 1300 548 546

Effective Recruitment – Low-cost Recruitment Solutions

Effective Recruitment- Don’t hire a lemon effective recruitment

Effective recruitment tips. The Recruitment Alternative can help take the stress out of hiring the right staff.

So if you’d like some help we can identify and attract great candidates.

Furthermore, we will pick the most suitable candidates for you to interview.

Addressing three important aspects of the recruitment process can help increase your success.

Defining the job

Especially relevant is a current job description and job specification.

Because these documents help define the role it’s vital to have these ready and up to date.

So the job description should contain:

  • job title
  • duties and responsibilities
  • relationships
  • working conditions

And the job specification should detail the required:

  • qualifications
  • experience
  • skills
  • knowledge
  • abilities

Keeping these documents updated for key positions is good practice even for small organisations.

Defining the candidate

Be careful as the job seeker might look great on paper with all of the skills and experience you need. How will they fit in with the current team and your unique company culture?

Thinking about personal attributes of your new employee is just as important as making sure they have the right skills for the job.

The Interview

Interviews are your chance to gauge an applicant’s experience, expectations and communication skills. You can also see whether you think their personality and level of professionalism would be a good fit for your organisation.

 Interview questions

Effective recruitment Interview questions must be relevant to the specific job and the applicant’s ability to do the job.

Structure effective recruitment interview questions. Make them relevant to the specific job and the applicant’s ability to do the job.

So try to  avoid questions about:

  • gender, religious practices, height and weight, disability, age, ethnic origin or sexual orientation

In addition, the experienced recruitment consultants at The Recruitment Alternative can help guide you through this process.

So check out our Employee or Job Seeker page for more helpful advice.