Start Thinking Big About Recruitment

Companies with 500 or fewer employees often think it isn’t feasible to implement digital talent acquisition tools. They’re wrong.
By: | October 2, 2017 • 4 min read

As digital transformation continues to disrupt the way that businesses operate, the competition for savvy digital talent grows ever fiercer. Though large corporations can offer these job seekers a big name, millennials have become more inclined to seek out startups and small-to-mid-sized businesses that can offer them the flexibility and opportunity for growth that they value. If you’re a recruiter for a small to mid-sized business, this represents a major opportunity for you. However, a recent survey focused on HR departments at companies of 500 employees or fewer in the retail, hospitality and healthcare industries finds that 97 percent of them say identifying qualified candidates is their greatest challenge in the recruitment process.


There’s a common perception that implementing digital HR and talent acquisition tools will only further complicate the recruitment process for these companies, or make it more expensive. In fact, that’s a myth. The applicant tracking software market has become just as diverse as the current pool of job seekers, which means that SMBs can easily choose a tool specific to their needs and price point. In most cases, SMB-focused ATS software can be had for as little as under $100 per month. In other words, you can use these tools to identify and secure multiple candidates at only a fraction of the average $1,872 that SMBs currently spend on hiring just one candidate.

These solutions can help you and your colleagues in recruiting and talent acquisition at SMB companies manage the process from job posting to candidate evaluation while cutting down on both time and stress.

These solutions provide the support necessary to empower SMB recruiters and HR roles from managing job postings, all the way through to candidate evaluation, cutting down on both time and stress. Here are some examples of how it can make your job easier and more productive.

Multiple Postings, One Click

With tens of thousands of job boards and social channels at the disposal of job seekers, today’s employers are taking a “multi-posting” approach, advertising their open positions on several job boards at a time to maximize visibility. However, quantity does not equal quality—that’s especially true when recruiters are overwhelmed by posting-activity data from multiple sources. But by implementing an ATS, you can organize and store this data in one easily accessible place. You can compare activity across boards and social channels, allowing you to pinpoint the channels that your target candidates are the most engaged with. From there, you can spend more time tailoring job posts with specific language, putting qualifications and benefits front and center. Considering the sheer multitude of generic and lengthy job descriptions that saturate these channels, job seekers will appreciate and take note of a company that puts need-to-know information front and center.


Keeping Collaboration at the Core

When you’re trying to ensure that a candidate is the right fit, team collaboration throughout the evaluation process is critical, especially in an already lean operation. However, with five or more cooks in the kitchen at a time, opinions can easily get lost in translation. This slows down the hiring process and can potentially cost your company the perfect new hire. Instead of passing around paper resumes, housing candidate information on an easily accessible solution platform lets you and your team members conduct a quick search to find the information you need to evaluate the candidate. Once informed opinions have been made, you can share your insights with all colleagues simultaneously through chat, rating and comment features. With candidate information and feedback readily available for side-by-side comparison, your hiring team can quickly align on new hires that check all the boxes.

More Time to Focus on the Human Element

Building, maintaining and publicizing an attractive employee brand is critical for long-term success in a small business; and that brand starts by finding the right people. By spending less time focused on job postings, your team will be better able to stay on top of the trends, technologies and shifts in the job market and help your company remain competitive with larger entities. Market savvy will show recruiters how to speak to prospective new hires in a way that resonates with them, enabling an honest dialogue about the company’s culture through social channels, face-to-face discussions and more. The right people will catch wind of your unique message, and once brought on board, will only continue to bolster it.

In today’s “on-demand” economy, job seekers expect a nimble, efficient path from their first interaction with a job posting all the way through to their first day on the job. As such, a delayed response to an inquiry from a qualified candidate could mean the difference between you or your competition bringing them on board. By providing insight on the most active channels to target, and cutting down on the time-to-hire once the right candidate has been identified, small businesses will spend less time worrying about job postings, and more time showing top talent why their business is the perfect fit.

Simon Bouchez is CEO of Multiposting, an SAP company.