Outsourcing Recruitment: 10 Signs Your SMB Needs Help

Outsourcing recruitment is a phrase that, as a SMB owner or leader, probably made you cringe at the dollar signs from what you know of recruiting agencies and recruiting platforms. But what if we could tell that you the old, huge retainers or large bounty models are being put down by newer firms that understand what SMBs need- reasonable prices and no hidden fees. That aside, how do you know when it’s time to outsource your recruitment process?

Here are the top 10 signs that your SMB needs to consider hiring an outside perspective for recruiting:

  • Sign 1: The People You Hire are Fired within 6 Months

  • Sign 2: The People You Hire Quit within 12 Months

  • Sign 3: You Are Losing Candidates “To The Process”

  • Sign 4: You are Hiring for More Than 2 Positions

  • Sign 5: You are Hiring for Specialized or Technical Role(s)

  • Sign 6: You are Spending over 15 Hours/Week Recruiting

  • Sign 7: Your Time to Hire is Over 60 Days

  • Sign 8: You Lack a Recruiting Message or Employment Brand

  • Sign 9: You Only Hire Applicants

  • Sign 10: You’re Not Using Technology to Recruit

Let’s start with perhaps the most obvious sign you need recruitment help: most of the people you hire need to be fired pretty quickly.

Sign 1: The People You Hire are Fired within 6 Months

Employee turnover, which is the fancy term for the number of people that leave your business (whether fired or quit), is a major cost center for many SMBs. It is especially costly if you are having to fire employees, and fire them quickly after hiring them. This is because the employee likely hadn’t even brought value to the company yet within their first 6 months, so not only do you have the recruiting costs, but you have the costs of training and lost time, plus the liability of firing someone and potentially needing to provide severance or engage an attorney.

Zane Benefits estimates that the cost of employee turnover for even a $10/hour job are over $3,000… and for a salaried, managerial position, you are looking at $20K and more per employee that turns over!

Outsourcing your recruitment process, or even bringing a recruitment expert in to analyze why you are hiring the wrong people, can save you a boatload of money in the long run when you think about employee turnover costs.

But what about if people quit on you constantly?

Sign 2: The People You Hire Quit within 12 Months

The second sign your SMB might want to outsource recruitment is that your employee turnover problem is from people quitting within their first year. Even with the current rampant stereotype that millennials and generation Z are “job jumpers”, the studies show that, if employees are happy, no matter what their age, they will stay with your business.

If you are losing people to other jobs or to burn out within a year’s time, you should certainly be considering outsourcing recruitment, as well as potentially looking for an HR or change management consultant so that you can dig deeper into the true, albeit potentially messy, roots of voluntary turnover.

Want a free 1 hour HR and recruiting consultation from certified HR professionals? Click here!

Another common recruitment problem is that you can’t seem to get to the actual hire.

Sign 3: You are Losing Candidates “To The Process”

Whether you are the only one who can do the actual hiring for your company, or if you have a process that takes awhile, if you find you are losing candidates to the length of your process, you should consider outsourcing recruitment. Why? Because recruitment consultants move more quickly than SMBs can and have things like offer letters, background check providers, and more on the ready so that when you find that dream candidate you don’t lose them to another offer, a competitor, or to self-doubt about changing jobs altogether. Recruiters can also be helpful to “keep a candidate warm”, sending them feelers on where else they are looking and what’s going on in their lives so that they can give you insight into how quickly you need to move.

However, it’s hard to move quickly at all at an SMB if:

Sign 4: You are Hiring for More Than 2 Positions

If you have 1 HR person or if you have a leader who is the HR person plus their role (usually falls to the CEO or CFO) and you also have more than 2 positions open, you should strongly consider outsourcing recruitment. Especially if both of those positions are managerial or salaried roles, that alone can be a 20+ hours/week commitment while those roles are open in order to get the right candidates in the door.

This is when an outsourcing recruitment can be helpful, especially if you contract a company like 4 Point Consulting. When you need 4 Point’s services, you can turn the switch on… and when you don’t, you can turn it off, so that you save money and time, but also get to the hires without overburdening your current HR person or your managers.

This is even more true if:

Sign 5: You are Hiring for Specialized or Technical Role(s)

With talent in technical fields hovering at an estimated zero to 3% unemployment rate (which some have speculated is voluntary unemployment), if your SMB is looking for technical talent or other specialized roles, outsourcing recruitment makes sense in order to save you time, and in order to find the right people since these are not active job seekers.

But wait? Nervous about the whopping 20-40% finders’ fees that many agencies slap you with? Don’t be. Look for an SMB-focused agency like 4 Point Consulting (who charges by the hour with capped maxes or a flat fee that is 10% or less), or consider hiring a contract recruiter as a temp employee at an hourly rate. Try looking on Upwork or other freelancer websites for contract recruiters in this space.

Sign 6: You are Spending over 15 Hours/Week Recruiting

Similar to signs 4 and 5, if you are spending over 15 hours/week on recruiting, that’s 15 hours per week or more than you aren’t spending on clients, spending on growing your business, spending on doing the things that probably made your business grow enough to recruit. If this happens year round, that is almost 20 weeks of recruiting time. Outsourcing recruitment can get you this time back, which essentially is a part time job (perfect for a recruiter!).

Did we mention also that professional recruiters move faster? So not only might you get this 20 weeks of time back, but a professional recruiter should be able to move around twice the pace of you, plus they can also cut down on time to hire.

Sign 7: Your Time to Hire is Over 60 Days

Unless you are recruiting for a software engineer or a certain strategic member of the C suite, a SMB should be able to capably hire people in 60 days or less for any position. Managerial roles usually should take around 45 days (2-3 weeks to post/find candidates, 2-3 weeks for interview phases, 1 week for the offer to be accepted); lower level roles should be done in 30 days time. If you outsource your recruitment process, this time can become even more compressed and you can hire even more quickly.

Sign 8: You Lack a Recruiting Message or Employment Brand

Any good recruiter will tell you that they are, inadvertently, in sales. Which means that every role, every company or client of theirs should have a pitch and a brand. Is the company a tech startup that allows dogs in the office and has Beer Fridays? Is the client a buttoned up investment firm that has the Rolls Royce version of all benefits known to man (but you are going to sleep at the office)? These are recruiting messages that make up an employment brand. Even from these cursory two examples, you are probably picturing the type of person who works at each of those places.

If you just realized that your SMB has no employer brand or recruiting message, this could be a huge part of why you are missing the mark with candidates needing to be fired, quitting, or being lost to other offers. When you outsource your recruitment, the recruiter or agency should work with you to figure out what your message is and what kind of employee you want working for you to create their pitch to candidates… and better yet, not waste your time on applicants or candidates who don’t fit that pitch!

4 Point Consulting takes it a step further; we are a data-driven company and we A/B test messages to our sourced candidates to make sure we make the most of our time working on your positions.

Not sure what sourced candidates are?

Sign 9: You Only Hire Applicants

Speaking of applicants, is that the only pool of people you have time to consider? While there can be some great applicants out there where it’s a right place/right time situation and someone is ready for their next move, recruiters add huge value from sourcing passive candidates. Sourcing is the fancy term for finding passive candidates who may not be actively looking, but whom look like a perfect fit for your role. They usually are the best hires, especially for managerial level roles or above, as they have a strong work history and are actively choosing to come work for you (versus running away from a bad situation).

Here are 4 Point Consulting, we even just do sourcing for some of our clients who prefer to do the outreach and phone screens on their own. You would be amazed what 10, 20, 30 hours of sourcing passive candidates for a profile can do for the quality of your hire and for the cultural match of the candidate to your company!

Sign 10: You’re Not Using Technology to Recruit

If you are still waiting for employee referrals and resumes to come to your “careers@abccompany.com”... well, we have got to get you into 2017 where technology is the best way (and almost the only way) to effectively recruit. From having a large database of qualified candidates to making sure your job postings actually make it to job boards, outsourcing recruitment can be a sure fire way to get your recruiting process into 2017 and make the most of the technical advantages out there (without you having to deal with setting it all up!).

To Sum It Up

Whether you related to 1 or all 10 of these signs, we’d like to invite you for a free 1-hour recruitment process consultation with 4 Point Consulting. SMBs attract passionate talent, from millennials who say believing in the mission of their company is crucial to their happiness to seasoned professionals who are in danger of corporate burn out. Here at 4 Point Consulting, all we work with are SMBs who take care of their people, and the people we hire for them relate to that concept as well.

Just ask us for your free hour and cite this blog post!

 




 

4 Ways to Make the Application Process Better for Job Candidates

Like politicians, recruiters have a constituency - job applicants! That can be easy for many to forget at times. However, to successfully recruit, you need to find and attract quality candidates. This means making the job application process as easy and seamless as can be.

It’s important to always keep the applicant in mind. If you’re out of touch with how people search and apply for jobs today, it makes your job as a recruiter 10 times harder. Tailoring job applications to the needs of candidates is the only way to go. Here are four ways to make the application process better for job candidates.

1. Streamline the Application Process

If you have a tedious job application, you’re going to lose out on qualified candidates. After all, top job candidates are busy people and fielding opportunities left and right. They may also already be working, and don’t have the extra time - or want to spend it - on a lengthy application.

A survey from Indeed found that the median time of a job application for all Fortune 500 companies was 13 minutes. The longest rang in at a whopping 52 minutes! They found that on average, a Fortune 500 company’s application included 63 screener questions. Who’s got the time for that? Nobody wants to wade through a complex job application that feels like an exam. Another recent study found that 30% of candidates will not spend longer than 15 minutes on a job application, and that applications with more than 45 screener questions will lose nearly 89% of applicants who quit before completing it.

When crafting your job applications, be sure they are short, sweet and to the point. Include only a few screener questions that collect absolutely the most important data that you need at the time to make an informed decision on a candidate. Save the rest of your questions for the interviewing process.

Simplify the process as much as you can for candidates. A clean user interface does wonders as it won’t distract applicants with a messy, confusing aesthetic. Test out your application experience as well. Make sure it can accept a variety of document types that a candidate’s resume, cover letter, etc. might come in. If a candidate navigates away from the application for a bit, ensure that their progress will be saved. Finally, asking candidates to create user accounts or provide lots of references and previous work samples will likely turn off many of them. Get around to those when necessary, not at the beginning of the process.

2. Make the Application Process Mobile-Friendly

Everything is coming up mobile, including job applications. Many companies have been slow to adopt mobile-friendly job applications despite the fact that 70% of applicants desire the ability to complete an application on their mobile devices. This is causing many companies and recruiters to lose out on qualified job candidates. 20% of applicants surveyed said they’d abandon an application that couldn’t be done on a mobile device. Meanwhile, a whopping 78% of applicants would apply for jobs more using mobile if the process were implemented and streamlined.

Ensure that your mobile job application web page is easy to view and navigate. Making the decision to go mobile with your job applications will attract top talent and reduce the burden of completion and effort on their end. It’s simple to modify a mobile application process so that applicants can quickly and easily apply for your job postings using their LinkedIn accounts. This no fuss application process is catnip for highly qualified candidates.

It’s also beneficial to you as well! Mobile job applications can help you automatically collect important documents, as well as establish more manageable applicant tracking metrics. This leaves recruiters and HR professionals with more time to actually do more pressing work. Why wouldn’t you want to introduce a timelier, more productive application process?

3. Update Your Applicants Throughout the Process

Don’t leave applicants hanging! Many job candidates are applying for multiple jobs, and they want to be kept in the loop about decisions made in your hiring process so they can manage their applications. It’s important to establish a helpful applicant experience so they feel acknowledged. This boils down to establishing effective communication.

Be sure to let candidates know when you’ve received their applications and what the next steps are in your hiring process. When a candidate advances to the next stage, have an automated message set up that thanks them for their time and details what’s coming next. You could also consider adopting an applicant portal that allows them to log in and track their progress. Even when you decide not to move on with a candidate, it’s important to reach out and let them know.

Constant communication with your applicants is the best way to keep them engaged and excited about the prospect of working for your company. Whether you use emails, calls or texts, just keeping them in the loop does wonders for creating a positive applicant experience. Maintain a human touch as well - simple things like catering your automated messages to include their name makes them feel like more than just cogs in the applicant machine.

4. Walk a Mile in the Applicant’s Shoes

Being an applicant isn’t easy. The stress of finding and applying for a new job is real, and any kind words you can provide will go a long way. Recruiters should always be empathetic towards job applicants. Understanding what an applicant goes through when they apply and how difficult the process can be will help you tailor your own to better suit candidates and simplify their experience. Establish a friendly, positive rapport with candidates so they feel validated.

In creating a great candidate experience, you’ll be able to build up the reputation of your brand and company. Potential candidates will be more likely to apply if your applicant process has a reputation of being positive and welcoming. This will help you retain a pool of top talent and will drive your recruiting efforts towards greater success in the future.

People talk, especially online. Poor candidate experiences will travel by word of mouth and prevent potential candidates from applying. They can also negatively impact your company as a whole. A survey by CareerBuilder found that 44% of applicants had a worse opinion of a company after applying and not receiving a response, while 32% were less likely to buy products from a company that refused to reply. Bottom line: treat your candidates well. It’s common courtesy and the right thing to do.

Conclusion

Implementing these four strategies will ensure that your application process becomes better for all of your job candidates. This will lead to more qualified applicants coming your way, and can help relieve some of the burdens on your recruiting process as well. Want some help making your application process better for job candidates? Contact 4 Point Consulting and schedule a free hour long consultation today!

Why You Should Embrace Technology in the Hiring Process

By Dustin McManus

In a world where we can order self-driving car services, it boggles the mind how some industries have refused to integrate technological advances into their practices. Human resources and recruiting departments — consider the finger pointed in your direction!

As job candidates continue to become more savvy with the way they search, network and apply for jobs, recruiters can need to be light years ahead when it comes to the use of newfound technology. Outdated, inefficient practices are stifling many recruiting and HR departments, and many of these problems have simple technological fixes practically begging to be used. The future of hiring is here, and it’s time to embrace the technology that is driving it.

Noteworthy Recruiting Tech Trends

It’s important to understand why leveraging technology is essential for recruiters. Below are some trends and statistics that prove those who embrace technology in the hiring process are reaping huge benefits.

So, what lessons can HR professionals and recruiters learn from these statistics? For starters, to remain competitive for top talent, staying plugged into social media is crucial. Additionally, adopting mobile-friendly processes for things like job applications is a much faster and more effective way to attract and connect with a more savvy applicant pool. Leveraging these simple technologies that are easy to adopt and require little in the way of work can speed up any hiring process and make great strides in the way of efficiency and convenience.

Secondly, a more comprehensive hiring system can drastically cut down on inefficiencies that plague the hiring process. Automation is a key component of this, and there are many hiring automation tools and software available that can completely overhaul a bloated and ineffective hiring protocol.

Hiring Automation Tools

To fully embrace technology in the hiring process, you must adopt tools and software that will automate menial tasks and improve the hiring process ten-fold. That’s where hiring automation tools come into play. A comprehensive and tech-fueled hiring solution will enable recruiters to better track applicants and their position in the hiring process. Not only will a hiring automation platform streamline and simplify the hiring process, it will lessen the workload for recruiters and HR departments, siphon administrative costs and help save money in the long run.

Technology Improves the Applicant Experience

Hiring is a two-way street — the process and system a company sets up needs to be efficient, effective and inexpensive while attracting the best possible talent around. On the flip side, to get the cream of the crop, recruiters need to keep the applicant experience in mind. Technology can streamline many tedious systems to make a more user-friendly and desirable process for applicants.

Candidate job portals, automatic tools on job boards, employee onboarding portals and referral networks are all great tech solutions to revamp and redefine the hiring process for applicants so it’s not such a time-consuming drag. As a bonus, many of these integrated and automated tools make for a more collaborative hiring experience on both ends that translates into a more cost-effective strategy.

Tech Solutions to Consider

  • Justworks: Justworks is the recommended PEO by 4 Point Consulting. Not only is it easy to work with and completely affordable with great customer service, but it also offers great affordable benefits for your employees. What more could you possibly want in a co-employer and PEO as a solution for your HR department needs?

  • BambooHR: BambooHR is a great HR software system that comes highly recommended. BambooHR focuses on everything employees - from performance management to recruiting to onboarding new employees. While they don’t provide benefits or payroll services, they do seamlessly integrate with many of those providers, making it an easy add-on for businesses ready to take their HR efforts to the next level.

  • Harvest: Harvest time-tracking is a fantastic software system for small business owners and HR departments. If you have employees in various locations, Harvest can help you track their time by client and/or by project and create invoices for your services. It also gives you reports on their work in real-time while ensuring you pay them accurately.

  • ApplicantPro: ApplicantPro is an applicant tracking system that creates a custom careers page for your business. This ATS embodies customer service. When it comes to helping you get your recruitment applicant tracking up and running effectively, there’s no better system to have in your corner.

  • DeepTalent: DeepTalent is the recommended performance management and performance review system of 4 Point Consulting. Why? Because it's reasonably priced, incredibly easy to use and scalable. That means a startup or small business that’s growing can use it without breaking the bank. You’ll be hard pressed to find an easier tech solution for setting up performance reviews and cycles, taking that huge paperwork burden off of your HR department.

Conclusion

Whether it’s streamlining an outdated hiring process, more effectively utilizing hiring personnel, shortening the hiring cycle, attracting better quality candidates or decreasing administrative costs, the solutions can almost always be found in technology! There’s no shortage of tech tools and solutions for recruiters and HR professionals when it comes to revolutionizing and improving how hiring gets executed. Don’t you think it’s about time you embrace technology in your hiring and HR processes?
Ask us how! 4 Point Consulting does cost/benefit analyses of software systems, PEOs, benefit providers, and other software systems, as well as implement them, for clients to streamline their processes without any hassle.

5 Tips for Running an Efficient HR Department

By Dustin McManus

When done well, an HR department can become the nucleus of any company. Much burden is placed on an HR department - it not only has to work towards the growth of the company and help it achieve its goals, but also maintain the culture of the company and protect the wellbeing of each and every employee. That’s a lot to juggle, which means an effective HR department has to be efficient in order to satisfy these lofty duties. Whether you’re a one-person HR machine or have a highly skilled team in place, there are some simple steps you can take that will right the path of any HR department.

Here are five great tips on running an efficient HR department:

Tip #1: Brainstorm a Strategy

This may sound like a no-brainer, but diving head first into all the duties human resources requires with no solid plan in place will cause you to sink rather than swim. Take some time to devise a strategic plan that hits on how you will implement and achieve goals around everything from recruitment and retention to employee engagement and development. Another great option is to formulate an HR mission statement that will govern your department’s work and tactics. This will put you on the right track to running an efficient HR department

Laying out this sort of strategy will also help you determine the HR department’s role in the overall scheme of the company, and how your department will be able to assist with the growth and success of the company. Once you have a strategic plan in place and have established the goals you need to hit, set up a management process that details how you will go about achieving these goals and monitors your progress.

Not sure where to start? Contact us at hello@4pointconsulting.com and contact us for a free consultation! We implement HR software systems and help companies hire their first HR professional (and we can help you in the interim).

Tip #2: Put on a Happy Face

As the human resources department, you’re the welcoming area for new employees into the wild, wonderful world of the company they are about to join. The first impressions new employees will form about a given company are formed based off of their experiences with HR. An HR department that runs efficiently goes a long way towards inspiring confidence in new hires about the company they’re joining, as well as keep the current team churning and burning at a high level.

To ensure that employees have a positive first impression, an HR department should go out of their way to ensure an employee’s initial satisfaction and offer assistance to any and all needs a new employee may have. One way to get ahead of this and show that you’ve really got your stuff together is to develop a straightforward and useful employee handbook that addresses everything from company culture, etiquette, dress and attendance policies, expense procedures and more. Take some time to go over this with new employees and let them know that if they have any questions or concerns, your doors are always open.

We create employee handbooks for a reasonable project-based fee. You can customize your handbook with our handbook “menu”. Contact 4 Point at hello@4pointconsulting.com for more details and, if you cite this blog, we will deduct 20% off our estimated price for you.

Tip #3: Encourage Employee Feedback

Employee feedback and engagement is a crucial component in human resources. If you don’t create an open, welcoming environment where employees fill they can come to discuss any problems or concerns freely, it can stifle productivity, disrupt a harmonious company culture and lead to poor employee retention. All of these will make your job much harder in the long run. To avoid these problems and keep your department running smooth and efficient, set up a system that provides employees with real-time feedback.

By keeping this instant line of communication open, you’re not only giving employees the peace of mind to express their opinions, but you’re also bestowing upon them a more frequent delivery of performance feedback that will undoubtedly yield higher quality results and ensure their long-term happiness and success. Just like that, your employee retention rate is rock solid. Rather than hold monthly, quarterly or even yearly performance reviews and feedback meetings, an open, available system will reduce the burden on the HR department, save time and resources and will allow you to correct issues before things get too out of hand.

Tip #4: Embrace Technology

Technology is your friend! This cannot be overstated enough when it comes to running an efficient HR department. There are so many free or low cost tech tools out there that specialize in streamlining and automating the HR workflow. These include hiring automation software like BambooHR, electronic applicant systems like ApplicantPro, Professional Employer Organizations (PEOs) like JustWorks, electronic documentation signing and much more. Not only will these technological wonders save you time and money, they will drastically improve the efficiency and communication within your HR department and leave you more accessible and open to taking care of your employees (like Tip #3 suggests).

Technology isn’t just good for HR administrative duties or recruitment efforts. Once you use all of these handy, convenient tools to recruit and hire employees more efficiently, you can also use some of them to manage and help you retain them as well. Talent management software like DeepTalent is a great way to track, develop and retain your employees without placing too much manual burden on your HR department. You can do everything from performance assessments to rewarding your top employees through these systems, saving you even more time and money and ensuring that the people you hire stick around because they’re growing and thriving.

Tip #5: Go Paperless

Arguably the biggest key to running an efficient HR department is organization. If your department looks like a tornado ran through it with papers everywhere and no discernible organizational structure, you’re going to be wasting a lot of valuable time simply rummaging around. In fact, more than $1.5 trillion a year is spent on dealing with the hassle of organizing, reformatting and uploading paperwork. There’s a simple solution to all of this that is also eco-friendly: going paperless!

Yes, going paperless can take considerable time and effort, but those short-term hurdles end up paying off in spades in the long run. Going paperless will drastically reduce the time you spend searching for documents, plus electronic storage of documents is also a much more secure and reliable means of accessing and remaining compliant with important employee information like healthcare. Boost your efficiency and organization and save your time, money and the planet by going paperless.

Need help going paperless? Try BambooHR. They can store all of your documents and get e-signatures right in the software.

These five tips will greatly bolster your running an efficient HR department. Here’s a sixth tip on the house: 4 Point Consulting is also available to help you get your HR department running smooth and efficient. An hour long consultation is free - simply contact us through the form on our website or email us at hello and we will get back to you within 24-48 hours!

Recruiting Tools to Help with Your Hiring Efforts

By Dustin McManus

For small businesses, recruiting top talent can be a challenging endeavor, especially when competing against bigger companies that have more resources and money to throw into the ring. With that said, never count yourself - the underdog - out! Thanks to a wealth of recruiting tools available today, small businesses can remain competitive and put up quite the fight when attempting to hire and recruit the best possible employees.

The wonderful world wide web has democratized the recruitment process, making recruiting tools that were once hidden weapons of the most renowned agencies available to the masses. Best of all, many of these are free or low cost options that can improve your recruiting process ten-fold! With the right, reliable recruiting tools, your end-to-end hiring process will be bolstered and your outcome will be finding quality hires much quicker and cheaper. Consider adding the following recruiting tools to your repertoire, broken down by key stages in the recruiting process:

Sourcing

As the best recruiters can attest to, proactively searching for candidates to fill open or upcoming positions can yield some of the best new hires. But sourcing qualified job candidates can be like diving head first into the ocean rather than gently wading in. To get the most out of sourcing, you need a way to navigate all of the candidate fishes in the hiring sea, and collect relevant data and information about them that you can turn around in your recruiting efforts to ultimately fill positions.

Recruiting Tools:

Networkmonkey utilizes a systematic approach to find qualified candidates, both active and inactive, who may ultimately be interested in or match the requirements of a position you’re looking to fill. By monitoring social media activity according to criteria and filters you establish, Networkmonkey employs predictive analytics to determine if a candidate is currently looking for a new job and then collects their contact details so you can begin recruiting them.

By using Meetup, recruiters can come into contact with a wealth of professionals in a specific industry. This curated pool of talent is a great jumping off point when starting to source qualified candidates. Through Meetup, you can then contact candidates that catch your eye or sign up and attend events where a group of these candidates are planning to gather in order to get in some quality, in-person recruiting.

Online Job Posting and Boards

The name of the game these days when it comes to posting jobs and reeling in applicants is online jobs boards and social media. Sites like Indeed and Glassdoor are great, highly visited job boards that you’d be foolish not to consider utilizing for job ads and postings. If you’re looking for a new, hipper approach, Facebook Marketplace is a burgeoning platform for job postings and recruiting. Meanwhile, recruiting potential candidates and prospects on more professional social media platforms like LinkedIn is a must for the serious recruiter. Still, with all of these social media and online platforms at your disposal, there are recruiting tools out there that can help you optimize their potential for maximum effect.

Recruiting Tools:

If you know you should be recruiting on social - and you should - but aren’t sure where to start, HireRabbit is here to hop to your rescue. It enables you to combine your mobile career sites and social media pages into one unit, leading to a greater online connection that makes it easier for potential candidates to find you and apply to jobs you’re looking to fill.

If you’re more inclined to use Facebook, but miss the built-in recruiting tools that a LinkedIn provides, BranchOut is the merger you’ve been waiting for. This system overlays employer information on top of a user’s Facebook interface, allowing recruiters to search for candidates by job title or company. Based on the criteria you set up, BranchOut will offer up candidates that are a match and show you your shared connections with them. It basically turns Facebook into LinkedIn, but with the potential to search through all of Facebook’s 800 million active users - a number that LinkedIn can’t even scratch.

Hiring Automation Systems

Hiring automation systems and other HR software are technological wonders for recruiters and companies who are actively recruiting. These recruiting tools are state-of-the-art, and can greatly help recruiters refine their process and assist them with everything from communication, speed, data and analytics, background checks, document signing, applicant experience, onboarding and more! And yes, while a comprehensive, all-in-one setup like a hiring automation system might be off-putting for small businesses on the basis of cost, there are quite affordable options out there that will be a boon for small business recruiting efforts without breaking your bank.

Recruiting Tools:

ApplicantPro is an applicant tracking system that creates a custom careers page for your business. Their hiring software is designed with one specific goal in mind: to help you hire smarter, better candidates. If you’re looking for a dedicated hiring software and applicant tracking system that embodies customer service and helps you get your recruitment tracking up and running in no time, ApplicantPro is worth considering. Also, check out this comparison guide of similar applicant tracking systems to see how ApplicantPro stacks up to the competition.

BambooHR offers a complete, comprehensive human resource information solution. This hiring software and automation platform focuses on everything employees - from performance management to recruiting to onboarding new employees. They also integrate with many payroll providers, making it an easy add-on for small businesses ready to take their HR efforts to the next level.

Video Interviews

Video interviews are the way of the future. When it comes to hiring workers that will be freelancing or working remotely, there’s no better way to conduct an interview than over video. It’s the best way to stage a virtual face to face meeting with candidates that may not be in your backyard and available to come for in-person interviews. Plus, because it’s all automated, you can even set up a video interview process where you record yourself asking questions and then have candidates film their responses - saving you valuable time in the recruiting process.

Recruiting Tools:

SparkHire is an innovative platform that specializes in video interviewing. It allows you to create an archive or template of interview questions so you don’t have to actively interview each candidate yourself, while candidates have the freedom to answer questions at their convenience. If you want a more hands-on video interview experience, you can engage in completely interactive interviews remotely from anywhere. Finally, every video conducted over SparkHire is recorded, so you can revisit any candidates’ answers at any time.

Sample Questions & Templates

To help prepare yourself for video interviews, or to come up with a bank of questions you can record yourself asking for an interview template, there are tons of resources at your disposal. If you want to take a more behavioral approach with your video interviews, check out this guide on conducting behavioral interviews with a free interviewing template. Want a breakdown of how to properly conduct an effective interview? Here’s a simple step-by-step guide to walk you through it. Finally, if you need some inspiration on just what exactly to ask your candidates during a video interview, here’s a collection of 120 great interview questions to get you started.


With these amazing, intuitive and inexpensive recruiting tools at your disposal, your hiring efforts are about to bear witness to a major overhaul. Remember, we’re also a recruiting tool you can turn to in your time of need! We are here to help at any stage of your recruiting process and can offer a free recruitment consultation to assess your particular situation. Schedule a consult with us today!

Top 11 Recruiting Pitfalls to Avoid

By Dustin McManus

In the fast, bustling world of recruiting and small business, the main objective when looking for a new employee is to hire the best candidate for a given position as quickly and efficiently as possible while keeping hiring costs manageable. Sounds easy on paper, but it’s a much harder feat to actually accomplish. There are a number of recruiting pitfalls that can knock your recruiting efforts off course if you’re not careful.

Here are the top 11 recruiting pitfalls to avoid as a small business owner (and solutions on how to fix them):

Recruiting Pitfall #1: Rushing the Recruiting Process

Naturally, you want the hiring process to be fluid and quick in order to fill open positions fast, but not at the expense of excessively costly hires or an inefficient process that results in multiple mistakes and, ultimately, a wrong hire. Spontaneity is not a trait that you want defining your recruitment efforts. Simply hiring someone to fill an immediate gap, rather than taking the time to strategically evaluate the position, is one of the most reckless recruiting pitfalls.

Solve This Problem: Take some time to know exactly the type of position you’re looking to fill, the roles this employee will take on, what they’ll contribute to the overall goals of your company, and the person that will ultimately be best suited for the job in order to find the right candidate. Going a bit slower and steadier leads to much more competent new hires.

Recruiting Pitfall #2: Describing the Position in Vague Terms

It’s fundamental to start the recruitment process with an accurate, detailed job description so you can get the right candidates applying and filtering in. A vague job description is misleading to potential candidates and could start off your recruitment process on wobbly tracks.

Solve This Problem: Take some time to highlight all of the key responsibilities of the job, and be sure to describe the goal of this role and the purpose of this position in the overall scheme of things. Being upfront about everything the position entails will help you get the kind of candidates you want applying for the role.

Recruiting Pitfall #3: Recruiting Only One Way

Don’t pigeonhole your business when it comes to how you recruit. There are so many different ways to find talented candidates these days, everything from old-fashioned referrals to posting on online job boards to scouring and networking on social media platforms.

Solve This Problem: For every tried and true method of recruiting you already employ, switch it up and try something new alongside with it. If you’re strictly a referral person, try posting on a simple job board like Indeed. This will greatly diversify your candidate pool. You can even use professional recruiting organizations like 4 Point Consulting, perfect when looking to hire for a highly specialized role, to ensure you get the best possible hire.

Recruiting Pitfall #4: Focusing Too Much on Experience

Experience in a given field or particular job isn’t the be-all-end-all when recruiting the right candidate. You have to take into mind other things, such as how well they’ll fit into your company’s culture, their propensity and capability to grow and add greater value down the line to your company, and their propensity to remain loyal to a work environment or cause.

Solve This Problem: Don’t let the resume solely dictate a hire. To truly suss out if a candidate is right for the job, consider giving them an aptitude test or trial project. This way you can get a first-hand look at the work they can do in order to see how they may or may not thrive in a given position.

Recruiting Pitfall #5: Not Considering Unconventional Candidates

Focusing on and recruiting people from certain schools or educational backgrounds, or whose careers are exact matches to a given position, can cause you to overlook unconventional candidates who could bring added value you never thought about. It can also result in less expensive hires, due to the fact that these out-of-the-box candidates may not have quite as many years of experience in a given field, thus not expecting a top salary.

Solve This Problem: Don’t boil down a potential hire to just a rudimentary check list. Be open to creative problem solvers and candidates from outside your given industry that still have reputable skill sets, backgrounds and references. If you see a really qualified, but not exactly appropriately matched candidate, reach out by doing a phone screen and give them a chance to explain what they feel they could bring to your company.

Recruiting Pitfall #6: Rejecting Overqualified Candidates

Whether you think they’ll be too expensive or they might end up getting bored and leaving sooner than you like for something more challenging, someone who’s overqualified isn’t necessarily a bad hire. Their immense talent and skills will be an asset to your company no matter what, or how long they stay.

Solve This Problem: Once again, a phone screen is the quickest, simplest, most convenient way to suss out a candidate you may otherwise ignore. If you see an ideal applicant who seems too good to be true, ask them upfront and see why they applied. Give them a chance to assuage your concerns.

Recruiting Pitfall #7: Waiting for a “Unicorn” Candidate

Hate to burst your bubble, but there is no such thing as that one perfect job candidate to rule them all. Don’t waste time and money by holding out for something that doesn’t exist. Drawing out the recruiting process to hunt for that nonexistent unicorn candidate can also lead to productivity issues by keeping your company understaffed and overworked for too long.

Solve This Problem: Do some research of similar positions in your zip code. Look at job boards like Indeed and Glassdoor to get perspective on where you may be missing the mark. If all else fails and you’re still looking aimlessly for something that might not be out there, schedule a free consultation with us and we’ll do our best to get you on the right recruiting track!

Recruiting Pitfall #8: Falling Prey to Bias

Just because you “like” someone for who they are doesn’t mean they’ll be good at the job. This is known as the “similar to me” bias. Recruitment isn’t a popularity contest - you want someone who can bring in fresh, new perspectives rather than the idea you’ve generated in your head as being “right.” When this happens, diversity in the hiring process diminishes as well, derailing the chance for a balanced and multi-talented team.

Solve This Problem: Consult with others at your company and bring in outside voices and opinions when you’re narrowing down candidates. Get their insights and impressions about candidates, and be sure to take into consideration the thoughts of those they’ll be working the most closely with.

Recruiting Pitfall #9: Overvaluing the Interview

Interviewers can waste a lot of time trying to solidify their intuitive first impressions about a candidate within just seconds of meeting them. Conversely, candidates can act or say what they think interviewers want to hear in order to land the job, making the interviewing process a facade more than anything. Make sure you look at the whole picture of the candidate- the resume, the phone screen, the in-person interview, and the references.

Solve This Problem: Consider adding in another interview step, like giving an assessment test or exercise to really ascertain how a candidate will behave in a given position - this will offer a more definitive assessment to base your hiring decision on. Using a system like BambooHR, where you and your colleagues can collaborate and take notes, as well as rank candidates and store documents related to someone’s candidacy can also prove extremely helpful.

Recruiting Pitfall #10: Ignoring Rejected Candidates

Many companies and recruiters are incredibly guilty of failing to follow-up with candidates that don’t make it past certain points in the recruitment process. Not only does this leave a bad taste in the mouths of candidates, but it can start to take a hit on the reputation of your company based on how you treat job candidates.

Solve This Problem: Your recruitment process and company brand can greatly benefit by giving some quick, simple feedback to rejected candidates. This goes a long way when tapping into former applicants for new positions that may open up. Plus, it’s the polite thing to do! Consider using this template for job rejection letters as a starting point.

Recruiting Pitfall #11: Being Stingy with Salaries

Salary negotiation is always a tricky aspect of recruiting, but good candidates know their worth and won’t entertain offers that aren’t up to their standards and capabilities. Ensure that the salary expectations for the position are set before going too deep in the recruiting process to avoid wasting your time cultivating a candidate to find out they won’t accept the position based on what you’re offering. To that end, make a respectable offer that matches their title, experience and value.

Solve This Problem: Don’t want to talk about money with a candidate? Use 4 Point Consulting for your phone interviews so that we can ask them about it right off the bat and get you the information you need without disclosing your budget.

These 11 recruiting pitfalls are commonly made mistakes for a reason. It can be hard to identify potential roadblocks as an overwhelmed, overworked small business owner. It’s easy to get stuck with tunnel vision and simply look for the fastest way to recruit possible. Staying mindful of these recruiting pitfalls will have you accelerating toward the best hire in no time at all… and remember, we are here to help and can offer a free recruitment consultation to assess your situation.

How to Ensure You Hire the Right Employee

By Dustin McManus

So, you’ve decided you need to fill out your ranks and bring a new team member(s) on board to help your company achieve greater success – fantastic! However, don’t let that enthusiasm make you too trigger-happy when it comes to finding that special somebody for the position. After all, hiring the right employee is a big undertaking, one that can quite literally cause your business to thrive or die.

Hiring the wrong person for the job is not only a waste of an HR department’s valuable time and resources, it’s a costly endeavor that can have negative ramifications for your company’s work environment.

Hiring the right employee, however, will reap many benefits. Not only will you be confident in your choice that this person can execute the job like a champ, but you’ll have hired someone who is a boon to employee productivity, gels well with your existing workforce and becomes a profitable asset.

So, let’s dive into it and talk about how to ensure you hire the right employee for your business:

Figure Out Your Hiring Needs

Before you even begin your search and start in on all of that recruiting, you need to have a clear idea of what your staffing needs are. Simply filling a position with someone before you know the full structure and scope of the value they’ll add to your team and how they can contribute to your business is a huge error.

Defining the position, knowing what qualifications and experience you want someone to bring, establishing the positive impact such a position will have on your company – then, and only then, are you ready to dip your toes into the talent pool.

Hint - you probably need a create a job description. Feel free to ask us at 4 Point for help on that so you can be confident that you’ll hire the right employee!

Streamline Your Hiring Process

Once you know exactly who it is you’re looking for in terms of the capabilities, education, skills and knowledge of potential candidates, make the recruiting and hiring process easy on yourself. This means maximizing your time and minimizing your hiring costs. A candidate may look good on paper, but a resume doesn’t tell you the whole story. That’s why it’s important to pre-screen candidates to save valuable time during the interview process.

A prescreening questionnaire or quick 5-10 minute phone interview will bridge the gap between paper and person, letting you know for sure whether an individual might be the best fit for the job. When it comes time to get to the actual interviews, it all comes down to asking the right questions in order to hire the right employee. Tailoring the questions specifically to the position will help you weed out the duds from the winners.

Keep Your Company’s Culture in Mind

You’ve already got an existing workforce that hopefully works like a well-oiled machine. You’ve no doubt established a specific working environment that works best for your company and those it employs. It’s important to keep this in mind in order to hire the right employee. You want to find someone who can fit in seamlessly, not someone who might struggle with or disrupt your company’s culture.

Ascertaining a candidate’s social skills and asking them about previous working environments and relationships is a great way of discerning if they might be compatible for your company. One of the best ways to get an inside peek at the more personal and social aspects of a candidate is to go to the heart of the matter – their social media presence. You can discover a lot of helpful information about a candidate based on their social media profiles, granting you valuable insights on who they are and what makes them tick.

Commitment Is Key

One of the most overlooked aspects when it comes to vetting candidates is how committed they are to their careers, and how loyal they have been to their past employers. A candidate who has bounced around from job to job without setting up roots is probably someone who lacks loyalty to an employer or cause, and is instead looking to solely climb the corporate ladder. If you see a candidate who looks like a skills fit, but has jumped around - ask them about it! Gauge their response - was it bad luck or do they lack commitment?

Pay close to attention to the duration of each of their previous positions – this can tell you a lot about the candidate’s professionalism and devotion to their career. The best candidates will possess an unbridled willingness to work with you and your company.

Consult Your Coworkers

Ensuring you hire the right employee for your company isn’t a solo endeavor. Rather, you should include your coworkers in the interviewing and evaluation process. Sure, this may lead to a flood of different opinions, but it usually results in better overall hires.

Just make sure everyone is on the same page about the position’s needs. This can be achieved through simple recruitment planning meetings so you can establish a firm strategy that governs the process. You’ll want to know the impression a candidate leaves on others to get a better overall picture of who they are – after all, you won’t be the only person working with them.

The End-All

Hiring the right employee will help your company accomplish their goals, bolster your workforce, increase employee morale and set your company on a path towards greater success. These simple considerations above can make all the difference when it comes to picking the right person for the job.
If you need help on any of the steps, don’t hesitate to reach out to 4 Point Consulting for help. An hour long consultation is free - simply contact us through the form on our website and we will get back to you within 24-48 hours!

Attracting Millennials to Your Business

By Kiara Lawson

It’s no secret that millennials are taking the workforce by storm. However, millennials crave different things from their jobs than the traditional workers of yesteryear. In an effort to help attract millennial talent, we have compiled a list of things that millennials look for in a company. Here’s what your company must have in order to lure in millennials.

Work/Life Balance

Considering the varied talents and interests of millennials, as our friends at HR Daily Advisor say, many value the ability to be able to juggle having both a great professional life as well as having an awesome personal life. Therefore, flexibility is key with millennials. Companies can actually appeal to millennials on this subject by providing work from home options, wellness programs and promoting breaks during the work day.

Strong Mission/Vision Statement

Millennials are very driven, and crave a sense of purpose. As a result, they are drawn to companies that have a strong mission/vision statement. They want to support and be associated with a company that directly aligns with something they are passionate about. For example, Chipotle is a company with a strong mission and vision statement about their intent to provide “Food with Integrity” by knowing the sources of their ingredients and preparing them in a fresh way for their customers, which resonates with millennials because of its consciousness around environmental and societal impacts.

Therefore, millennials support and indulge in Chipotle not just because of their delicious food, but also because of the positive impact their corporate practices have on society and the environment. With that being said, as Simple Marketing Now says, companies can appeal to millennials by having a strong mission/vision statement that shows how their company is making a difference in some way, rather than just making a profit.

Corporate Responsibility

As mentioned above, millennials are passionate about various issues. Finding a company that aligns with their views and interests so they feel they’re making an impact is an alluring opportunity. Often, this burden falls on the company. Millennials consider what’s called corporate social responsibility (i.e. business practices with initiatives that benefit society) to be an important factor in working for a company. Therefore, companies can appeal to millennials through various environmental efforts (“going green”), philanthropic efforts (donating to charities), and volunteering efforts (attending volunteer events or allowing time off to volunteer).

Opportunities for Growth

It shouldn’t come as a shock that a sense of security with one’s long-term future at a company is a high priority. Millennials place value in having opportunities for growth. Contrary to the popular belief that they are lazy, millennials actually want to work hard and are always looking for opportunities for grow professionally. The misconception of their laziness is due to the fact that millennials know their worth and what they bring to the table; therefore, they won’t settle for a company that they cannot grow in. Considering their desire for growth, companies need to ensure that they provide opportunities, development programs, trainings and additional resources to carve out an upward trajectory for millennials.

Diversity & Inclusion

Millennials are a very diverse, tolerant and inclusive generation. They’re big on having the freedom to express their individuality however they see fit, and allowing others to do the same. Therefore, diversity and inclusion are bigger than just having diverse co-workers. Millennials want a workspace that’s safe for them and their co-workers to feel free in expressing themselves. Companies that make diversity and inclusion a part of their company’s core values stand out among the crowd for millennials. Not only should diversity and inclusion fit into a company’s mission/vision statement, but it should also be exemplified through various initiatives, such as diversity hiring practices, diversity-related committees, diversity-related safe spaces, a more open dress code and a non-discrimination policy.

Perks

As mentioned before, millennials like to balance their professional lives while still getting the most out of their personal life. They also like to feel valued and appreciated. What better way to show this while providing an environment that encourages work/life balance than by providing by offering some awesome perks? Some of those perks could include discounts on services and products at popular stores, encompassing benefits packages, company-organized wellness events, gym memberships, healthy snacks and free food, pet-friendly policies and maybe even a designated nap room.

Conclusion
Hopefully these points have provided some insight on what is needed to attract millennials to your company. Some people may complain that millennials want it all, but overall they just want to feel valued, appreciated and included while establishing an overall balanced lifestyle between work and play. While it may come off as being entitled for some, the truth is millennials know their value and exactly what they can bring to a company. They won’t settle for less because they know they’re worth it. Now, your company just has to realize it too!

Paternity Leave Policy- Best Practices & How to Administer a Policy

Paternity leave, and family leave in general, is a hot topic these days as work/life balance, work/life integration, and other buzzwords float around that try to support Americans in their quest for both work and a family. 

Check out Christy's full advice here in her work with Fit Small Business on everything you need to know about paternity policies as a small business owner or HR manager- from a policy template to how to administer one and what other business owners are doing. 

Top 5 Free Recruiting Strategies (by Kiara Lawson)

The process of hiring new employees can be quite expensive, with the recruiting process being the most expensive aspect. With recruiting, there are both internal (i.e. internal cost of paying internal recruiters) and external (i.e. background checks, drug screens, etc.) cost associated.  Well, below we have listed the top 5 FREE recruiting strategies.

Free Recruiting Strategy 1: Employee Referral Program

    Companies can easily recruit for great candidates through their current workers. It’s no secret that companies gauge employee satisfaction through their willingness to refer others to work there, so why not actually allow them the opportunity to do so. With the development of an employee referral program, companies can relieve their talent acquisition department the hassle of recruiting and allow their employees the chance to recruit while making money. Not to mention the current workers are more likely to recommend workers with similar work ethics, which could improve employee retention (assuming that they have a great work ethic of course). Creating an Employee Referral Program could definitely be a cost effective win-win for both the employees and the company! #Winning

Free Recruiting Strategy 2: Using Your Own Network

    Using your own network is a simple, yet effective recruiting tool. It’s as simple as asking some of your colleagues and/or closest friends. It can also be a simple as posting on any form of social media as well. LinkedIn has become a great online platform for finding candidates. Companies can actually post the job in the job section or simply make a post online. Also, companies can use their own social media pages, such as Facebook and Twitter, to advertise their open positions. Considering how much people are on social media, it could actually generate a quicker response rate than the usual recruiting tactics.

Free Recruiting Strategy 3: Free Job Posting Sites

    There are also some websites that will allow you to post jobs for free as well. One of the most popular and most obvious ones is Indeed.com. Indeed, the world’s largest job search engine, allows free job posting with pay-per-click options and the ability to create a budget for the role. Indeed also has a free resume database that can be used to for searching and messaging candidates. Another website option for free job postings is Wisestep. Wisestep allows companies to post as many jobs and search as many candidates as they would like. An additional advantage to using Wisestep is that it syncs through social media and email to send the job links out to your current network. There are more free job posting websites, which can be found in this article that Christy wrote.

Free Recruiting Strategy 4: Keep Track of Old Applicants

Another free recruiting strategy would be simply keeping track of old applicants, which can be done through an Applicant Tracking System (ATS). Through the applicant tracking systems, the company can easily build a network of potential candidates who may still be interested in opportunities. There are a variety of Applicant Tracking Systems available. However, there are three (Workable, BreezyHR, and ApplicantPro) that we have reviewed and found to be quite beneficial to small businesses. All three of the Applicant Tracking Systems offer free trials, are reasonably priced and easy to setup. Feel free to check out our full review of those Applicant Tracking Systems from our work with Fit Small Business.

Free Recruiting Strategy 5: Community Work

As mentioned before, a person’s own personal network can be a great place to look for candidates. An area of their personal network that would be beneficial would be their affiliations with any local community organizations. Involvement in local charities or any community events naturally expands one’s network, which could be a great way to meet potential candidates for your business. Volunteering and/or being involved in the community takes initiative and shows that the person is dedicated and passionate about the work that they are doing with the organization, which are all qualities that companies look for in a great worker. (Hints as to why this would be a great place to look!)


Overall, these five recruiting strategies are very simple, FREE ways to recruit great talent for your business. Considering how time consuming, expensive and stressful recruiting can be, it is important that smaller business find options that work best for them while still managing to help them pool great candidates. Happy hunting!

Managerial Skills Millennials Need to Have & Stress Management

We were thrilled to have Christy’s input included on this great article on by CollegeRecruiter, which talks about the key managerial skills millennials need to train themselves in order to be considered for managerial roles.

One area we would like to focus on is how millennials need to train themselves in: Stress Management. Raise your hand if you thought college was stressful… and then you got to the real world and found out you ain’t seen nothin’ yet! Between filing taxes, paying rent, and truly really cooking for yourself without the help of dining halls or student unions, the real world can hit new graduates and young people like a ton of bricks.

Aside from these new responsibilities, all of which are stressful, your old habits of blowing off steam by heading to a bar until 2 am just isn’t going to cut it- in fact, it will make your stress levels worse because you will be hungover, overtired, and possibly even get yourself in trouble at work.

You need to figure out how to manage your stress, and in a productive, constructive way that actually lowers your stress levels (and those fancy chemicals like adrenaline and cortisol that result from stress, which can cause some pretty bad health issues, even in young people).

Here are our top 3 ways for millennials to manage their stress:

  1. Remember when you were young & join a team- Find a local association and join an intramural sports league, or start a team among your friends and join together. Bonus- some of these associations also double as dating organizations!

  2. Get crafty- Whether it’s paint by number, your own knitting creation, or an adult coloring book, art relieves stress and can be incredibly meditative. If you aren’t sure where to start, try to find a class or a neighborhood business that offers lessons. Which brings us to our next tip...

  3. Make the most of the offers on Groupon, Gilt City, Living Social, etc…- Think you can’t afford stress relief? Use the coupon websites like a ninja and make the most of the 10 lessons or whatever you get for $20-$30. Read the fine print just in case, but this can be a great way to afford yoga, boxing, art classes or other fun things!

What are your favorite ways to manage stress when work gets crazy? Tell us!

Creative Ways to Find Employees

Sometimes posting on jobs boards isn’t enough to help you find new employees. And then, paying to get your posting “upgraded” or sponsored on those boards can be cost prohibitive (and bring limited results in my experience).


Never fear- through my work with Fit Small Business, we spoke to tons of resources who are small business owners like you and came up with 29 ways to find employees and compiled them here in this article.

Maternity Leave Policy- What You Need to Know

Being a small business owner or startup, you might be wondering about maternity leave. It’s in the news a lot lately, and you may want to get a jump on getting a policy in place before an awkward situation arises. We agree with you on doing that! Check out Christy’s full advice on federal and state laws (yes, some states have laws!), how to write a maternity policy with a template, and the answers to other questions all about maternity leave.