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How Startups Can Leverage Recent College Graduates

Recent graduates grouped up after graduation

One of the greatest challenges for startups and small businesses can be growing and staffing your company with top talent. If you’re prepared to invest your time, patience, and resources in fresh-out-of-college hires, recent college graduates can be a viable solution to this challenge.

Pros of Hiring Recent Grads:

  • Trainability. A lack of experience in your college graduates isn’t always a negative. These hires are less likely to have habits instilled in them from other employers making them a blank slate and easily coachable on your company’s processes and policies.
  • Fresh ideas. Not only are most college-age hires tech savvy, they can also contribute innovative ideas and often provide insight and knowledge of the freshest technologies and techniques they may have learned in recent school courses. New perspectives on how your industry is changing can sometimes make an enormous impact on your growth goals.
  • Experience-based salaries. If your salary structure is based on experience, hiring a recent graduate with little-to-no experience means onboarding will be less expensive for your company compared to hiring an employee with more experience. Always keep in mind, however, that offering clear opportunities for growth and the potential for salary increases will always boost your talent retention rate.

Cons of Hiring Recent Grads:

  • Increased training efforts. Fresh out of college, most recent grads have limited experience outside of internships. This means that you’ll have to invest more time and energy into creating and executing a comprehensive training program that covers everything from general work policies to specific job requirements.
  • The transition to a full-time position. Since recent grads have likely never had a full-time, 40-hour per week position, there’s a natural transition that needs to take place that could affect the quality of the work they produce — at least at first. As an employer, it’s necessary to take the time to support your new hires as they navigate working a full-time position.
  • Potential for turnover. Younger generations aren’t staying with their companies for as long as their generational elders. According to a recent Gallup report, 21% of millenials have switched jobs in the past year — higher than any other generation.

Attracting and Recruiting Recent Grads

In the digital age, your website, social media, and overall online presence define your brand — not only to your clients but also to potential future employees. As you begin your hiring process, take an audit of your company’s online presence. Make sure your website and social media channels are consistent with the same logos across platforms, consistent messaging, regular social media posting (it’s important just to show that “the lights are on”) and an accessible career page that potential candidates can use to apply for your open positions.

Once your digital presence is established, start networking with the career center at local universities and professional organizations relevant to your industry. Many colleges offer career guidance, networking events, and job fairs that your business can utilize to get in front of soon-to-be college graduates.

Leveraging Your New Talent

With a less money spent on hiring and the introduction of fresh industry perspectives, you can leverage these new hires to hone in your hiring process and refine your company-wide and role-specific trainings. For your startup to scale successfully, your onboarding process needs to be top-notch, and there’s no better way to zone in on an effective training process than receiving the feedback of employees who are new to the workforce. Once your new team is onboarded, your company can begin to scale by bringing on more business now that you have a team of highly-trained recent graduates to take on the extra workload.

If your company is committed to thorough training, constant support, and patience in the process, recent graduates can help you achieve your goals and transform the way your company looks at the hiring process.

Has your company had success in hiring recent college graduates? What pros and cons have you experienced? Let us know in the comments below.

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Finding Talent in a Competitive Market

Two men shaking hands after recruiting top talent in a competitive market

The competition for high-quality jobs has always existed, but today’s historically low unemployment rate is causing a new set of problems for companies searching for skilled workers. These top-tier candidates are in high demand but are difficult to acquire amidst the legion of competing companies. With the trends tipping in a new direction, how can companies stand out amongst the competitive crowd to attract their desired top candidates?

They’ll need to be creative and make improvements to their internal processes and external messaging to stand out. A few practices businesses can implement are:

  1. Develop and promote an employer brand
  2. Define company culture and values
  3. Refine the onboarding process
  4. Perfect hiring procedures

Without an employer brand, prospective employees will be unable to find your job openings. Additionally, if they are unfamiliar with your company, they will be less likely to apply. Taking a strong stance on company values will act as a beacon to attract candidates that match the company’s culture in a crowded job market.

While courting potential employees, maintaining consistent communication to create a seamless onboarding process will keep the new employee engaged and excited to join the team. When these core practices are polished and implemented, top-tier candidates will be a lot easier to attract, hire and maintain.

If you’re interested in learning more about 4 Point Consulting’s services, click here to get in touch!

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Outsourcing Recruitment: 10 Signs Your SMB Needs Help

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.


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?


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.


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:


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:


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.


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.


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.


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?


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!


If you are still waiting for employee referrals and resumes to come to your “”… 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!).


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!

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Recruiting Tools to Help with Your Hiring Efforts

Recruiting Tools to Help with Your Hiring Efforts

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:


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.


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.


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.


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 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.


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 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.


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.


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!

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How to Ensure You Hire the Right Employee

How to Ensure You Hire the Right Employee

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!

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Top 5 Free Recruiting Strategies

Top 5 Free Recruiting Strategies

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, 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!

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Creative Ways to Find Employees

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.