The best way to recruit mid to small size businesses to a B2B SaaS beta are as follows:
1. Utilize referrals.
Referrals are a good way to screen potential candidates before even interviewing them. “The absolute best recruiting would be to ask for referrals from your network,” said Jonaed Iqbal, founder and CEO of NoDegree. “Referrals are the No.” While you should not give referrals preferential treatment, being recommended by someone already on staff or in your network is an added benefit for that applicant. One way to solicit referrals from current employees is to implement a referral bonus program. If you are a small business struggling to find candidates for jobs, look to referrals for help. Referrals can make the hiring process significantly smoother, and they should be an integral aspect of your recruitment strategy plan.
2. Post on niche job sites.
“Niche job boards offer an optimal medium for small businesses to connect with ideal candidates for three reasons,” said Lee McMillan, founder and CEO of PeakSeason. “First, these candidates have demonstrated an embedded interest in the niche by visiting the niche job board in the first place. Second, niche job boards generally allow employers to customize and highlight their strengths better, since they were developed to target a specific sector or job type. Third, niche job boards generally have fewer listings and fewer mega-sized employers. “There are hundreds of niche job boards online and finding the right one for your small business depends largely on your industry and your recruiting strategy. Additional research can help you find online niche job boards that work best for your business. Other ways to narrow down the talent pool include posting job openings in a local newspaper or on the local newspaper's website. While the newspaper industry is far from flourishing, local papers may still reach thousands of people in your area. The online content from local newspapers also attracts thousands of readers who may seek out the paper's job board to look for openings in the area. Attracting local talent through a local news source may be easier than using a global platform like LinkedIn. Using a niche job site does not mean you have to abandon traditional measures, though. There is nothing wrong with posting an opening in a local newspaper and LinkedIn, for example. In addition to niche job sites, using social media can attract applicants, especially if you have a loyal following. Niche job sites can help attract applicants, but do not forget to post openings on your own site and to share those openings on social media regularly.
3. Hire on a trial basis.
Businesses struggling to find the right candidates should consider hiring on a freelance or trial basis. For example, you can hire a candidate to work on a couple of projects with your team to get a better sense of their talent and skills. This route requires proper business etiquette and clear rules and boundaries. If you ask someone to perform a minor project that takes one to two hours solely as a test of their abilities and you won't use that work for your business's gain, it's OK not to provide payment. Much like job referrals, hiring on a trial basis is a way to feel confident that the person you are hiring is a good fit for your business. Hiring on a trial basis is also a way for employees to see if they enjoy working for your company. The trial period acts almost like an onboarding process, as the candidate learns the basics of the company's workflow during the projects.
4. Write better job descriptions.
While writing better job descriptions isn't necessarily a recruitment strategy, it's a quick way to improve your recruiting success. Hiring elite candidates means you need to attract elite candidates. The best job descriptions are specific and clear. Try to keep your job description succinct so applicants feel comfortable reading through the entire description. It can be beneficial to ask your team to help write the job description, so it is as accurate as possible. Place an emphasis on writing reasonable job descriptions. Some companies ask for significantly too much or too little in their job descriptions. A company looking for an entry-level employee may ask for three to five years of experience in a role, which likely is not a reasonable request given the volume of recent college graduates applying for entry-level jobs. Avoid being overly excited in your job description. It is fine to be excited about the role and to showcase your fun company culture but using phrases like “ROCKSTAR salesman!” or being overly aggressive in your use of capitalization and exclamation points can turn off qualified candidates. Keep your job descriptions professional.
5. Offer relevant perks.
Being flexible with schedules and offering remote work appeals to today's workforce. Toptal, a company that helps connect freelancers with businesses, is completely remote. The company believes offering remote work gives it greater access to talented workers across the globe. He did caution that remote work is not for everyone, and businesses need to find employees who will remain engaged and productive when working remotely. Not all businesses can offer remote work, but it is one perk that is worth considering if you are struggling to attract top talent to your small business.
Besides if you do have any questions give me a call: https://clarity.fm/joy-brotonath