Hiring new employees is easier than ever, thanks to the latest recruitment technologies. These numerous Web-based platforms can help small businesses find top talent quickly, without breaking the bank.
"Being a small business owner means wearing a lot of hats — you have to perform most of the functions that large businesses have separate staff or departments for, but of course, with a fraction of the budget," said Stephen DelVecchia, CEO of online staffing platform Adaptive Professional Solutions LLC.
Therefore, it's critical to make the best use of your time by performing tasks and accomplishing goals in the most effective way possible, all while saving money, DelVecchia said. "Recruiting for an open position is no exception," he said. "The goal here is to get the best-quality hire in the most time- and cost-effective way possible." [4 Ways to Ensure You're Recruiting the Best Talent]
Services offered by Craigslist, Skype, LinkedIn and HireRight, among others, provide big business hiring resources to small businesses. The trick is to figure out which technologies are right for your business, and how to use them.
To help businesses figure out which service to use and for what purposes, DelVecchia shared the following guide.
Posting a job online
Large online job boards can be expensive, often at around $300 in a large metropolitan area. But often, the results aren't any better than much lower-cost, or even free, alternatives. For instance, a post for a large metro area on Craigslist.org is only $25, and free for smaller metro areas, and has become the board of choice for small businesses.
You could also try the new job-site aggregator US.Jobs, a nonprofit site that only lists postings of private companies that will post your job through a vast network of sites. Like Craigslist, US.Jobs is only $25 per job posting but can be free if you have your job posted on your company's site and request that US.Jobs crawl it.
A final option that can be effective is an industry-related site relevant to your business, where posts can be inexpensive or free.
Unsure of the job description? One good trick is to search for the same job title on one of the job boards and, after finding a few good samples, create one customized for your open position. The large job boards also have sample job descriptions available for free. For instance, check out Monster's sample job descriptions. You could also check out the U.S. government's Bureau of Labor Statistics online Occupational Outlook Handbook, which provides descriptions of thousands of job titles as well as compensation information and other data.
Searching for candidates
Posting a job is a great way to find job-seeking candidates, but it means they will have to find your post. It also may not uncover candidates who are just passively browsing the job market. Fill this gap by searching résumés and profiles online to increase your chances of finding the perfect candidate. Again, the large job boards can be very expensive. However, indeed.com can be a more cost-effective option, as it allows you to see résumés but only pay if you wish to contact a candidate.
If you are looking for casual job seekers, LinkedIn is a great option, as it allows you to search for candidates even if they are not actively looking for jobs. Watch out for activity caps, though. LinkedIn's basic subscription is very limited, and the paid plans, which range from $48 to $720 per month, also have surprisingly low limits. The best plan allows only 50 inMail messages per month, so use your allotment wisely.
Live video. One of the most cost-efficient and effective interviewing techniques is the use of live video interviews. They are also becoming commonplace. These are commonly used as a precursor to in-person interviews, to help narrow down candidates to a select few. There are several options here. The most widely used is Skype because it is free, easy to use and already used by most candidates. Another low-cost option, at around $50 per month, is GoToMeeting, which is designed specifically for business meeting scheduling and is arguably of higher quality. In addition to these options, there are online applications specifically designed for interviewing, as they contain candidate management and tracking tools. A couple examples are Hirevue.com and Interviewstream.com.
Recorded video interviews. These can be a big time-saver. The basic process is simple: You record or write a question, and the candidate records an answer. The responses are saved and viewed by the business owner and/or team members. Often, the video interview provider includes stock video questions you can utilize. Two providers are Sparkhire.com and Interviewstream.com.
Checking candidate references can be an extremely time-consuming task, and often, the feedback is not entirely candid. One inexpensive and effective solution is to let an independent online tool do the work for you. References are more likely to be candid if they can be anonymous and are not providing feedback directly to the hiring manager. Examples of providers include Skillsurvey.com and Chequed.com.
Performing a criminal background check on an employee can be important, especially when that position handles sensitive information, cash or other financial matters. The cost is usually less than $20. There are online background-check companies that are specifically designed for employment purposes. These are best, since you want to be sure not to accidentally violate privacy laws in your state or city. Two providers are Backgroundchecks.com and Hireright.com.
[For a side-by-side comparison of the best background check services, visit our sister site Top Ten Reviews.]
Unsure of what to pay for the position? Check out salary.com, and type in the title and location for an idea of what to offer. It's free for basic data and also has summary job descriptions. Again, you could also check out the federal government's Bureau of Labor Statistics online Occupational Outlook Handbook, which also provides compensation information and other data.
Originally published on Business News Daily