HR Recruitment

Should You Recruit Internally or Use a Recruitment Services Company?


Is your business expanding? One of the most common challenges business owners and entrepreneurs face is expanding their team with skilled, effective employees as their businesses grow.

There are several ways to recruit new people to fill roles in your business. You can recruit internally, hiring people that already work for you to take on a new job and fill a new position.

You can also recruit externally, hiring people from outside your business to fill an important role. Finally, your business can use a recruitment services company to locate and recruit talented people that can add value to your business.

Which of the above options is best? Each has its own advantages and disadvantages for every business. Read on to learn more about the best way to recruit people and expand your team as your business grows.

Recruiting internally: 

Recruiting employees can be a costly process. Not only does your business need to spend a significant amount of money to hire people; training new employees could cost a significant amount of time – a resource that’s often equally valuable.

Internal recruitment has several advantages. When you promote someone that is already a part of your business, you promote someone you know, and, through the interview and work process, someone that your organization can trust.

People recruited internally usually understand the way your business works, have a good feel for the company’s objectives and culture, and feel comfortable in their new job faster than an external recruit.

By recruiting internally, your business may also be able to save money. Recruiting is a costly process, and promoting someone from within your company can reduce the cost of expanding your team, freeing up capital for other aspects of your business.

Recruiting externally: 

While recruiting internally has several advantages, sometimes it’s necessary to look outside your business in order to find a suitable candidate. This is common if you’re involved in a small business that’s rapidly expanding its team with new employees.

There are several advantages to external recruitment. One of the biggest is that you can access an entirely new pool of talented people, giving your business a large level of choice and selection.

Another significant advantage of recruiting externally is that new people can bring new ideas and strategies into your business. This can help you excel in your specific marketplace and become a more effective, profitable company.

Recruiting externally also allows your business to fill each role with the best person for the job. Rather than putting an existing employee in a role they may not be 100% suited for, your company can search for the ideal candidate for the position.

Using a recruiting services company: 

Does your company need to fill a very specific position? When you’re searching for a talented employee and need to access the very best, it’s often a better strategy to use a recruiting services company than to hire internally or externally.

Recruiting services companies have access to many of the best people within your industry. They can reach out to employees at your competitors and inform them of opportunities within your business.

This can give you access to highly talented, effective and proven people, giving your business a greater ability to select from the best and brightest in its industry to fill in new roles, add new skill sets and fuel its growth.

Although recruiting services companies come with a cost, the right person can be an incredible investment for your company. This makes choosing a recruiting company a cost-effective, intelligent solution for many rapidly growing businesses.

5 Tips for Writing More Detailed, Effective Job Descriptions for Your Business


Writing a good job description can be a challenging process. It requires a deliberate balance between providing enough detail to draw in great candidates without using so much that people aren’t engaged or interested. Is your business writing job descriptions that are as good as they could be? If not, it could be missing out on attracting high quality applicants to fill open positions and provide real value.

If you’re interested in improving your business’s job descriptions, doing so could be as simple as making a few small changes to your writing style to better define your available jobs and attract higher quality applicants.

From identifying the most important skills to reading listings from your competitors to learn more about what’s already working, read on to discover five tips for writing more detailed, effective job descriptions for your business.

1. Define the key skills the job requires. 

What are the key skills and competencies that prospective employees need to have to fill your available position? Your job listing needs to clearly communicate any and all essential skills in order to avoid attracting unsuitable candidates.

Start your job description writing process by noting the four or five most important competencies for prospective hires. Then, when you’re writing the listing, use these as key points in each section of your copy.

You can list essential skills and competencies in bullet point form, or include them in your job description. The key point is to make sure they’re included, as they play an important role in defining the type of candidate you’re searching for.

2. Outline duties and responsibilities. 

What duties and responsibilities does the role require? What will the future worker be responsible for? What are the key points of the job that will require the most time and attention?

As well as outlining the key skills the job requires, it’s important that you outline the duties and responsibilities that the person you eventually hire will need to deal with as part of the position.

Just like with the key skills and competencies the job requires, you can list duties as bullet points or provide a longer description of the work involved in the role, giving prospective applicants more information on the position.

3. Be fun, but use familiar terminology. 

Job listings often tend towards the extremes: they’re either extremely bland, written using dense corporate language and buzzwords, or so casual and lighthearted that it can be hard to tell exactly what type of job they’re describing.

The best job listings strike a balance between the two extremes. They’re easy for the prospective applicant to read and understand, but heavy enough on the details that it’s immediately clear what the job entails and what skills are required.

From using too many buzzwords to avoiding the essential details of the job, it’s vital that you choose language that doesn’t affect your listing’s usefulness. Stick to simple, familiar terminology that your target audience of applicants can easily understand.

4. Talk about the relationships involved. 

What relationships are involved in the position? Every job requires working with other people, and it’s important that prospective applicants understand who they will be working with as part of your business.

As part of your job description, list the people that the prospective applicant will report to – for example, a manager or executive – as well as the people that they’ll spend most of their time with as part of their job.

This is important because it helps people understand how they will fit in as part of your business. Listing important relationships also defines the job and attracts an audience of people who already have experience in similar positions.

5. Make sure you’re being realistic. 

Are you asking for too much? Many job descriptions include long lists of required skills that, while fantastic when available, just aren’t possessed by the majority of job seekers.

One simple way to ensure you aren’t being unrealistic in your job description is to look at listings from competitors. Are your competitors demanding in their lists of skills and competencies, or are their listings more concise?

It’s important to define who and what you’re looking for. At the same time, however, being too selective about the skills your job requires could result in you attracting a far small audience of applicants and struggling to find a good candidate.

4 Performance Appraisal Mistakes That Can Hold Your Business Back


Do you know how well each of your staff members is performing? Reviewing your employees’ performance through appraisals (also called performance reviews) is a great way to keep track of the people responsible for your business’s success. When done right, performance appraisals let you gain a deeper understanding of each employee’s role in your business, the specific challenges they face, and their work abilities.

When done wrong, however, performance appraisals can give your key decision makers little useful information on how employees are performing and result in employees feeling as if they aren’t being graded fairly or truly appreciated.

Worse yet, when completed ignored, a lack of performance appraisals can result in your business losing track of how each employee contributes to its overall success.

Would you like to make your business’s performance appraisals more effective in achieving your objectives? Read on to discover four common mistakes that may be holding your performance appraisal process back.

1. Not sharing important information with employees. 

It’s essential that you provide important information to employees as part of your performance appraisal process. The reason is simple: employees need to know the way that they’re perceived and viewed in order to work their best.

Many managers make the mistake of leaving suggestions and improvement ideas out of their performance appraisal process, often to avoid offending an employee through sharing ways in which their performance could improve.

Instead of only sharing positive feedback with employees, be open about areas in which employees can improve. This prevents employees from receiving an overly positive assessment that doesn’t always match their objective work reality.

2. Not providing actionable feedback and suggestions. 

Does your performance appraisal process give employees actionable feedback that can be used to improve their performance, or does it simply offer vague suggestions that are hard to implement?

Many performance review processes are built around vague metrics of success and failure that can’t be tied to actionable improvements. As such, employees only gain an understanding of how well they’re currently doing – not how they can improve.

Instead of simply reviewing an employee’s performance in broad terms, make sure you provide actionable, effective feedback and suggestions that employees can use to improve their workplace performance and generate better results.

3. Assessing performance based only on recent events. 

One common performance appraisal mistake is letting recent events – for example, a missed sales opportunity or a mistake at work – create an overly negative picture of an otherwise talented, effective and productive employee.

It’s also possible to let recent events – for example, a closed deal or a recent success at work – create an overly positive picture of an employee that, recent events aside, may not be achieving at their very best.

Instead of only looking at recent events to form an opinion of an employee’s work performance, look at both recent and past events so that you gain a full picture of how an employee carries out their role within your business.

4. Not providing praise when employees perform well. 

It’s important to point out an employee’s mistakes and provide actionable feedback for improvement. It’s equally important to praise employees when they perform at a level that exceeds your expectations.

Providing praise when employees do well is an essential part of building confidence and encouraging people to do their best. Positive feedback, when it’s deserved, can strengthen your relationship with employees and improve workplace productivity.

Many people wrongly associate performance reviews with negativity – ways that an employee can improve, for example. Focus on positivity in your performance review process and you’ll raise employee morale and create a better work environment.

4 Simple Ways to Make Your Company's Hiring Processes More Efficient


Is your business struggling to hire and retain great people? Hiring talented people to join your business can be a time-consuming process that can have a significant effect on your business’s ability to achieve its goals and objectives. Luckily, it’s surprisingly easy to make your hiring process more efficient, giving your business more time to focus on growth. Small but valuable optimizations to the way your business attracts and hires new people can have a significant positive effect.

Would you like to make your business’s hiring process more efficient and save time finding great people? Apply the four simple tactics below to optimize your hiring process and create a more efficient business.

1. Use an external HR/recruiting consultant. 

Many companies carry out their recruiting work internally in an effort to reduce the cost of hiring new people. Keeping your hiring process internal can save money, but it can also cost your business a significant amount of time.

This time is often better spent focusing on growth and business development. With an external HR/recruiting consultant, your business can focus on achieving its goals while someone else manages its hiring process.

Working with a third party recruiter or HR consultant not only gives your business more time to focus on achieving its goals; it also lets your business benefit from the recruiter’s experience and connections within your industry.

2. Clearly define the available job position. 

What position are you hiring for? It may seem simple, but many employers forget to clearly define the position they’re trying to fill, resulting in a flood of applicants that just don’t fit your business’s needs.

The more specific you can be in your job listing and description, the higher the total quality of applicants you’ll attract. Being specific filters out people that don’t suit the job while making the opportunity more attractive for high quality applicants.

Instead of preparing a short job description that doesn’t adequately explain the type of employee you’d like to hire, offer a greater amount of detail so that you attract the best applicants to your business.

3. Test candidates as thoroughly as possible. 

Although testing candidates slows down the hiring process, it can save you a great deal of time – and money – that would otherwise be spent hiring someone that may not be a good fit for your business.

It’s far better to screen out bad applicants early through a thorough hiring process than to end up with employees that aren’t good matches for your business. Because of this, it’s important that you test prospective candidates quite thoroughly.

From technical tests to interviews, reference checks and more, take your time and ensure you’re hiring the very best. An extra day of research during hiring can save your business a significant amount of time and money on the whole.

4. Once you’ve hired, create systems for the future. 

The key to running an efficient business or organization is turning one-off processes into repeatable systems. The more you can systematize the hiring process, the more efficient it will become when you need to hire other employees in the future.

Treat your first major hiring process as a learning experience – an experience that your business can use to build repeatable systems in the future. Take note and look at the aspects of the hiring process that challenged you the most at this point.

Once you’ve completed the hiring process for one employee, turn the process into a step-by-step system that can be repeated in the future. This will result in your next hire taking significant less time, as well as potentially costing far less.

Finding Reliable People: 5 Ways to Make Sure Job Applicants are Reliable Choices


From small businesses to large companies, every business – or every organization – is only as good as its employees.

When your business is built around reliable, highly skilled and professional people, progress and results come easily. You can’t grow any business by yourself, and it’s essential that your team represents your business’s values and goals.

Are you searching for reliable people to add to your team? Recruiting people that aren’t just skilled and talented, but also extremely reliable, is one of the toughest aspects of growing your business.

Luckily, it’s possible to screen your applicants for reliability throughout the hiring process, from receiving their resume and cover letter to interviewing them for the position.

Read on to discover five ways to ensure your job applicants are reliable, talented people that will add real value to your business.

1. Look for a history of great performance. 

Do you know the saying “the best indicator of future behavior is past behavior?”

The most effective way to narrow down your hiring pool to highly reliable people is to look for applicants with a great past. From a reliability perspective, this makes it important to look for people that have a history of consistent, high quality work.

Have you received job applications from people that exceled in their past jobs? Do any of your applicants have stellar references and recommendations? People can and do change over time, but top-performers often work very consistently.

If you’ve noticed outstanding resumes in your list of applicants, prioritize them, as an excellent job history is often an indicator that someone will perform well in their position within your business.

2. Make sure they’re a good match for your company. 

Company culture is one of the most important yet frequently ignored aspects of the hiring process. A candidate with a fantastic background that doesn’t match up with your company culture may not necessarily be a good fit.

The reason is simple: people typically perform at their best in an environment that they feel comfortable in. Someone accustomed to a slow, relaxed work environment may not excel in a fast-paced, high-stress, results-focused work environment.

Don’t just screen applicants for competence and reliability – also screen them for a culture match. If an applicant has a great resume but seems out of place within your business, they may not ever feel comfortable enough to perform at their best.

3. Avoid people that jump from one job to the next. 

Highly talented people often don’t spend much time at each job before moving on to the next. No matter how talented someone may seem, it’s best to avoid hiring serial “job hoppers” to work within your business.

Although applicants with a long history of short periods at different jobs may have great skill sets, their history shows that they could jump on to the next job as soon as a better opportunity reveals itself.

If you’re interested in hiring someone with a history of moving from job to job at a rapid speed, it’s important to be aware that you may need to deal with them moving on to another employer in the near future.

4. Value positivity – it adds value to your business. 

Some people are highly talented, professional and dedicated, but have a negative or pessimistic attitude that wears on their coworkers. It’s often far better to hire highly positive people than to choose a more talented person with a negative attitude.

Many businesses thrive on energy, and a candidate with limited energy and a low-motivation mindset – no matter how talented and effective – can have a negative effect on the performance of your entire team.

This is ultimately part of hiring people that match your company’s culture. As well as being a good fit for your work environment, it’s important that the people your business hires are a match for its attitude, outlook and energy level.

5. Write your job description to prioritize reliability. 

If reliability is essential – as it is for most important positions – you should write your job description to emphasize how important a dependable person is for your business.

Doing so will reduce the number of people that apply for your job, but it will also screen out most (but not all) applicants that view your business simply as a point that can be used to jump to a more lucrative opportunity.

Should Your Company Use Recruitment Services to Find Staff?


Is your business beginning to expand? When your company is producing more and more revenue and dealing with a greater number of customers, it’s important that you expand your workforce to deal with the additional demands of trading.

There are many ways to hire new staff. Your company can hire based on referrals from its existing employees, advertise a position and hire directly, or work with a recruitment agency to outsource the task of hiring someone.

In this guide, we’ll look at four of the biggest benefits of using the third option: a recruitment agency. Read on to learn why your company should use recruitment services when it needs to find the right people to add to its team.

You’ll attract a higher level of candidate. 

One of the biggest benefits of working with a recruitment agency is that you can access a higher standard of candidate than normal. This is because recruitment agencies often approach people already in employment with your offer.

This means that your job listing won’t just be responded to by people looking for work – it will also be advertised directly to people that are already in a high level position as a new job opportunity.

Your business benefits from access to highly qualified, capable and experienced people that otherwise may not see your job listing, expanding the pool of people that could end up working for your business.

You’ll be able to access far more people. 

As well as being able to attract higher quality candidates to your business, using a recruitment agency lets your business access a larger number of people, expanding your ability to fill a new position.

Since recruitment agencies fill hundreds of positions per year, they know exactly where to advertise your job posting, which publications to reach out to, and how your business can best maximize its audience.

The end result of this in-depth knowledge is more candidates for your business to choose from and a greater level of access to high quality employees that could help your business grow.

You’ll save time and focus on your business. 

Hiring can be an extremely demanding process, particularly if you’re attempting to fill a challenging position. It can take a huge amount of time to find the right person for the job – time that can often result in reduced business productivity.

If your business is already pushed to the limit dealing with its existing customers or clients, managing the hiring process could be a daunting task that makes it difficult for your business to deal with its existing operations.

Working with a recruiting firm, on the other hand, frees up time and allows you to focus on what you do best: running and growing your business without needing to deal with extra tasks or distractions.

You’ll benefit from expert hiring knowledge. 

If you’ve never hired before, the process of adding new people to your business can be extremely challenging. There’s their salary and benefits to consider, competitors to research and study, and the hiring market to understand and learn about.

All this can be an extremely difficult job, particularly if you’ve never hired someone for the specific position you need to fill. This makes the expert hiring knowledge of a professional recruiter all the more appealing.

When you work with a recruiting agency, you don’t just access a higher quality level of candidate – you also get higher quality help. Their in-depth knowledge can result in your business getting the high quality candidates it needs without all the stress.

How to Recruit Great People for Hard-to-Fill Positions


Does your company need to hire a talented individual for a challenging position? It can be extremely hard to fill certain roles, particularly those that require advanced qualifications or a great deal of experience.

With demand for talented people high and competition between employers equally as great, it can be hard to set your company apart from its competitors when you’re aiming to hire someone truly exceptional.

Luckily, it’s still possible to recruit great people for positions that are challenging to fill. These five tips, tactics and techniques will help your company differentiate itself from its competitors and win the attention of talented, exceptional people.

Start with a detailed, specific job posting. 

The more specific you can be in your job posting, the greater your chance of finding a top-performing employee. Talented people know what they’re good at, and they’re far more likely to respond to a clear, detailed job posting than a generic one.

Outline the exact skills and qualifications you’re looking for, from specific technical skills to the qualifications and credentials you need. Be as specific as possible in all aspects of your posting, from experience and education to qualifications.

The more detailed your posting is, the better the image of the position candidates will see when they read it. Describe your position in detail and you’ll attract great candidates with a clear idea of what you’re searching for.

Offer a competitive salary and benefits. 

It may sound obvious, but offering a competitive salary and great benefits is often the key to winning talented employees. Highly talented, skilled people know what they’re worth, and they’re unlikely to even entertain an unimpressive offer.

Study your industry so that you have a full understanding of compensation, benefits and other forms of payment for employees. The better you know your industry and its average compensation, the better you can make your offer for new hires.

It’s also important not to be shy about the benefits and salary your company has to offer its staff. Since most top-performers are already employed and changing from one employer to another, they need a serious offer to consider making the jump.

Prepare a detailed, comprehensive hiring plan. 

Does your company have a plan for hiring new people? Without a plan, it’s easy for your business to spend a large amount of time – and often a significant amount of money – attempting to hire talented people without any success.

Before you start the hiring process, prepare a detailed, comprehensive plan so that your HR department knows exactly which steps to take. List platforms you’ll use to find people, limits on salaries and benefits and other important information.

If your company is relatively small and hasn’t hired for many hard-to-fill positions before, consider working with a recruiting company. They will have an established process for filling high-competition positions that your company can benefit from.

Be prepared to negotiate – you’ll need to. 

Since in-demand people understand what they’re worth and how valuable they are to employers, it’s unlikely that your company will be able to hire a top-performer without some level of negotiation.

From salary to benefits, working hours and other important aspects of the job, you’ll need to be prepared to negotiate to ensure both parties – your company and its new employee – are treated fairly as part of your working relationship.

Again, this is an area where understanding your industry is important. If you have a full understanding of the standard conditions throughout your industry, your team will be better prepared to negotiate with any prospective employees.

Make it clear you reward top performers. 

Does your business reward people that go above and beyond their expectations? A common fear of top-performing staff is that their contributions – which often go far beyond expectations – will be missed, passed over or ignored.

No one likes being ignored after putting in extra effort, making it important for your business to clearly communicate to any prospective employees that it pays attention to people that contribute beyond par.

Make it clear, during the hiring and interview process, that your company rewards its top performers, and you’ll become a more appealing opportunity for the people interested in working for you.