Three Common Mistakes of Small-Business Recruiters

Joseph Stubblebine
Posted by in Human Resources

Recruiters at small businesses often find themselves in the position of locating talent without having the resources available to managers who work for larger companies. Many common pitfalls can plague small businesses that are looking to expand their employee roster, costing the company time and the price of vetting services or background checks. Avoiding three common mistakes can help ensure you get the best candidates for your open positions.

The first of these common hiring mistakes made by recruiters at small businesses is making snap judgments. These judgments may be based on a quick resume review or the personal demeanor of an applicant during an interview. Taking time to consider all of the information provided during the hiring process and fully vet the information provided can save small businesses time and money in the long term. Many small businesses may not have fully established hiring practices during times of early expansion. It is crucial that recruiters ensure that they do not miss important details by jumping to conclusions and making such judgments.

Another potential hazard lies in failing to hire someone who is a good fit for the current culture of the company. Small businesses are commonly made of tight-knit groups, and individuals often have much greater responsibility within the organization than with larger companies. Recruiters need to ensure that their top choices have personalities and qualifications that allow them to complement and boost the team. Dissent and personal conflicts in the workplace are dangerous for any company, but small businesses need to pay even closer attention to the work habits and interpersonal skills of candidates. Company cultures aren't built in a day, and a new hire can dramatically change the overall feel of the work environment in positive or negative manner very quickly.

The final hiring mistake likely to cost the company resources or cause issues with productivity lies in failing to have an adequate onboarding or training process. Small businesses may focus very heavily on operations, and members of the team are likely to know their positions fairly well. Along with developing hiring practices, companies likely to need to create solid training processes for their early expansions. Recruiters need to ensure that new workers have the skills needed to succeed before hiring candidates, and they should work with managers and other company leaders to help make the transition as quick and seamless as possible for the new worker.

Small-business recruiters face many challenges that differ from those at larger organizations. Considering company culture and taking the time to make well-reasoned decisions about candidates can help save the company money and protect productivity in the long term. Ensuring that new workers at small businesses can easily make the transition to their positions in the company can help prevent future issues before they arise.

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