When and how to outsource hiring for your startup
The information age has made it easier than ever for startups and small business owners to access incredible business tools (in fact, here’s a list of our favorite apps for small businesses). This access leads many owners to consolidate departmental functions and handle as much as possible by themselves, including hiring and attracting talent to a company.
If this is you, you may think, “Why not handle my own recruitment strategy?” Owners can self-publish job postings directly online, connecting them with all the potential that the world wide web brings. It seems pretty simple.
But sometimes being your own recruiter doesn’t bring the results a small business or startup is looking for. We’ve heard frustrated owners express confusion at why the vital job role they’ve had posted for months hasn’t resulted in a new hire. Bringing on new employees is a crucial strategy for startups and small businesses alike because so much depends on the talent of your staff. How can you know when to DIY or seek professional hiring help?
When It’s a Good Idea to List Your Own Job Postings
Let’s look at the ways that a business can successfully self-advertise available jobs. A job posting is an advertisement for an open position within a company, and there are many sites (like Indeed) that allow companies to upload job postings for free. Other sites charge for job postings, but typically offer a larger or more specialized target audience. Additionally, a small business or startup can use their own social media platforms to post available jobs to prospective candidates.
Posting a job yourself can be the right move if you’re looking to fill entry-level positions. Keep in mind that to be effective with self-posting on your own platforms, you’ll need to garner a large audience of followers or be willing to make some sort of investment in order to reach the best candidates. Additionally, self-posting a job is about more than listing an available position; also consider the time investment in screening and replying to applicants, scheduling interviews, following up with candidates, and adjusting the job posting strategy if this process fails to result in a hire.
It’s always a good idea to post a job yourself on your own platforms (website and social media), even if you decide that moving forward with a recruiter or a headhunter is a better course of action. Some caution that handling a job posting all on your own can do more harm than good, to both your prospects and your brand image. It’s never a good idea to take the hiring process too lightly.
The Difference Between a Recruiter and a Headhunter
A recruiter is a professional that works on your behalf to fill available positions within your company. This relationship can involve posting jobs for you, managing and screening applicants, scheduling interviews, and other related HR tasks. Larger companies may have internal HR recruiters, while smaller businesses and startups will often outsource this role. A recruiter will often work closely with a hiring manager.
A headhunter is different than a recruiter, in that they’ll often actively pursue candidates that fit within the job position whereas a recruiter often posts a job and fields applicants. For high-level positions, such as a CEO or VP of Sales, a headhunter’s expertise is advantageous to a business and may offer access to talent that a small business or startup wouldn’t otherwise have. A headhunter will only be scouting and making the initial contact with potential prospects and generally, they are looking to fill those gaps quickly. Headhunters are often viewed as more aggressive than recruiters, but their role in the hiring process stops once a prospect has been passed along.
How a Startup Will Benefit from a Recruiter
If your job posting isn’t attracting the applicants you want, a recruiter can help. They can offer and deploy recruitment strategies, allowing a business to speak with a potential candidate who is already employed but may be willing to make a job change.
Unlike headhunters, recruiters handle a full spectrum of activities associated with the hiring process. They supplement a company’s existing protocols, but also apply specialized knowledge of skill sets and job requirements that make them more efficient at “weeding out” potential candidates. The expanded role of a recruiter is a great benefit for a startup or small business, saving their clients time (and often, money) as well as securing top-tier candidates.
At Growthwright, our HR Administration services include recruitment and onboarding to ensure your company attracts talented, qualified employees. Growthwright will manage and support your hire cycle from start to finish. If you’re frustrated by your job postings poor performance, reach out to us today.