Think your small business can't compete for rock star grads? Emily Bennington says, Think again!
In this Monster video, she explains the ins and outs of recruiting for your small business:
Emily Bennington is author of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job.
Watch other videos featuring Emily Bennington
Video Transcript:
Think all the best recruits had been scooped up by the big companies? Well, think again.
If you’re looking for talented new grads for your small business, here are three ways that you can find them.
First up, craft a job description that works. We live in an age of info-besity, where everyone is absolutely gorged on content all the time -- and job seekers are no exception.
To get noticed, keep your description focused on the information that matters most to the reader. If you’re wondering what to include, remember the 3 C’s -- character, culture and coming up -- to get the attention of top recruits.
Your job description has to not only include the responsibilities of the position but the core values of a successful candidate, what makes your company culture unique and a glimpse of your promotion track for top performers.
You want recruits to know that just because you’re a small business doesn’t mean that you don’t have big opportunities for the right people.
Once you have your posting up, the next step is to help your staff recruit for you. Make it very easy for your current employees to share the position with their networks through Facebook, Twitter or Monster’s own social site, BeKnown.
Here’s the trick: you can’t just assume your people will take it upon themselves to do this. You have to make the ads with messaging that they can just paste into their profiles.
Finally, if you’re not doing this already, start to build relationships with college professors. So pick a few universities that have great curriculum in your industry and really reach out to those teachers. You can ask them to coffee, you can volunteer to teach a class -- but keep looking for ways to stay on their radar.
Really cultivating these relationships is a great addition to your recruiting strategy, because professors can not only help you identify awesome potential hires, but they can help you avoid hiring people who could turn out to be not so awesome.
I’m Emily Bennington and good luck finding for rock stars that you’re looking for.