Recruitment to small companies

As a manager in larger organisations, there is often an acceptance that one can’t always get it right. However, having now had the experience of recruitment in a very small organisation, one simply can’t afford to get it wrong.

Here are some of the difficulties associated with recruitment in very small organisations.

A small organisation may not carry the same kudos as a large one to attract high calibre candidates

A small company may not be able to offer a package as impressive and complete as a larger organisation.

A small organisation cannot present a comprehensive company structure to representing career opportunities as a larger one will.

Smaller companies often don’t have the advertising budget to attract a wide selection of candidates.

Smaller companies can often grow quickly creating an apparent need to recruit quickly and as such rush.

If you are indeed a small company suffering difficulties with internal recruitment, don’t despair, it’s not all doom and gloom. Here are some of the advantages of recruitment to small companies.

A small company role is less likely to come with beaurocratic shackles as is often the case in larger companies.

Small companies are far more able to react quickly to good performance to award pay rises where larger companies have to remain with the boundaries of their corporate policies and annual pay reviews.

Smaller companies are more likely to develop quickly and create new career opportunities for it’s employees.

Smaller companies often operate simpler recruitment processes which are more attractive to candidates daunted by long and complex recruitment processes.

The risks in recruitment for small companies often relates to a combination of the above points. This can often be compounded by the fact that those running the process are not recruitment experts. They are likely entrepreneurs who have taken their specific skills and experience to set up a business. They may have little or no recruitment experience.

The temptation to take a chance and recruit somebody quickly and without too much fuss is significant. The business may be growing quickly and the need is high. However, employment for the small company in this age is unforgiving, get it wrong, and employment law is a minefield for the small firm. Consequently, avoid temptations to rush recruitment, allow enough advertising budget to attract a good choice of candidates and run a recruitment process with more than one stage. If you have no recruitment experience, contact recruitment agencies who does, you may think you can’t afford to, but get it wrong and you’ll realise you can’t afford not too.

Good luck