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The UPS Store Small Business blog
  • 01 March 2021
  • Leo Covey

5 Smart Strategies for Recruiting and Hiring

The latest job report paints a picture of an employment market that is still not performing at its best. The good news is that you, as the potential employer, have a wealth of excellent candidates to consider for your future hires. Finding exemplary additions for your team is no small task though. So, what’s the key to recruiting and hiring the great employees? Here are our top 5 strategies:

Set up a referral program
Your best recruiting resource for new employees could easily be the employees you already have. It may sound overly simplistic, but if birds of a feather flock together, then it stands to reason that model employees do, too. Create a program that financially rewards your employees if they help you land your next hire. This motivates them to reach out to those in their professional and personal networks to get the word out about your company’s career opportunities. You will benefit from a batch of candidates that are, in a sense, already pre-vetted. Not only will the addition of a friend or associate help boost your employees’ standing internally, but it will also pad their next paycheck if you make the reward big enough.

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Get the word out
Unlike major corporations who have the means to rely on either an internal or external professional recruiting resource, you are most likely in charge of your own hiring “department.” Start by posting your job description on your social media channels. One of your most devoted followers could be your next loyal employee. From there, think about posting to other digital platforms like LinkedIn, popular job search sites (such as Indeed and ZipRecruiter), and even your local paper. Finally, never underestimate the power of print to get the job done of spreading the word about hiring opportunities: consider a well-designed “Help Wanted” sign in the window or a set of flyers posted on community billboards.

Tap into your local small business community
Sadly, there are probably more than a few small business owners in your community that recently had to make some tough decisions by letting great employees go. Reach out to these peers and see if you might be able to give one of those stories a happy ending. You win by snatching up a great employee and providing them with an exciting new career opportunity, and your community wins, too, by putting a great person back to work.

Look beyond the skill set
Creating and nurturing a positive culture is crucial to the success of your small business. And since your employees are the living manifestation of that culture, the hiring model for employees should involve an assessment of both their individual skill sets as well as their personal chemistry. Someone who looks great “on paper” may not be the right fit if you find their style abrasive or confrontational. Ask the right interview questions to draw out their intangibles and get a sense of their motivations, character and sense of shared purpose. An equally important word of caution: Hiring someone with shared values does not mean seeking out carbon copies of you or your existing employees. Every company is made better when they infuse a spirit of diversity into their hiring process.

After the hire, establish a review process
No new employee should be expected to come into a position and immediately nail every facet of their job. That is where you or another manager hopefully comes in with a performance review process that is designed to proactively develop their career and course-correct where necessary. Whether 30, 60 or 90 days after your new employee starts, regular performance check-ins create valuable opportunities for you to establish expectations and regularly build rapport with your new employee.

Nothing is more important to your small business than the strength, skill and shared culture of your team. If you follow these strategies, hiring your next model employee should be a rich and rewarding experience.

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