Head Hunter Guide To Small Business Hiring In 2016

Head Hunter www.caribbeanheadhunters.com Small Business Hiring 1
Head Hunter
Small Business
Guide To Hiring
2016
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Head Hunter
Find Better!

Small Business
Guide to Hiring
How do you measure the success of your small business? Is it increased
revenue, expanded products, inventory or growing your customer base?
All of these achievements are important. But none of them are possible
without a great team of employees.
Having the right people on board is critical for business success and
growth. And for small businesses like yours, every new hire plays a critical
role in your company’s future success.
Finding and recruiting new hires can be a challenge when you’re running a
business. But it doesn’t have to be.
At Head Hunter we also help small businesses find the right people to help
grow business.
Our Small Business Guide to Hiring provides guidance and tips to help you
engage, recruit and hire the talent you need when you need them.
Use this guide to make every new hire count. We know that your business
depends on it.

Table of Content
Page
1. Find the Right Talent 4
2. How Job Seekers Find Your Job 5
3. Create an Effective Job Ad 7
4. Social Media Best Practices 11
5. Mastering The Interview Process 14
6. Onboarding Your New Hire 16
7. Hiring Checklist 18

1 Find The Right Talent
As the world has moved online, many industries, including recruitment, have
followed suit. Your small business can take advantage of this trend when you’re
looking to find and hire top talent.
Here are some tactics you can use:
 Online Job Ads
 Provides a tried and true method to fill a job
 Puts your open position in front of active seekers who are looking for
your type of opportunity
 Allows you to promote your company to potential new hires and
customers
 Reaches a large audience quickly and efficiently
 Allows you to paint a precise picture of your job, your company and
the qualifications you are seeking in an applicant
 Makes it easy for job seekers to access opportunities, particularly
 Resume Search
 Find qualified candidates by searching Head Hunter Resume
Database. By using our advanced search technology, you can
define your ideal candidate and search only on those attributes
including: location, salary requirements, experience, qualifications
and many others.
 Find active candidates who are looking for a new position as well as
passive candidates who could be interested in your opportunities.

 Social Media
 Job seekers are exploring information online as part of their job
search (over 95% do). Often, they will research your company online
after seeing your job description.
 Social media can help level the playing field by providing your small
business with the platforms and tools you need to reach more talent.
Weather you choose Online Job Ads, Resume Search or Social Media to
find your perfect candidate, the following best practices will help ensure
your recruiting success.
2 How Job Seekers Find Your Job
At Head Hunter, we know how job seekers search for jobs.
Our research shows that many job seekers search for jobs while at work.
That means your job should be easy to find and easy to apply to. Let’s
start by looking how seekers search for jobs.
Jobseekers primarily use three fields in their job search: Job Title,
Keywords and Location. Head Hunter Site facilitates this most efficiently.
Follow these guidelines when posting your Head Hunter Job Ad:
1. The Job Title Field
Research indicates that simple and straightforward job titles generate a
higher than gimmicky titles.
Use Straightforward Titles:
 “Sales Representative” instead of “Experienced and Proven Sales
Person”

 “Manager Trainee” instead of “Becoming a Star in 2016!”
 Retail Representative” instead of “Are you a Retail Rock Star?”
When appropriate, add more detail:
 “Wedding Photographer” instead of “Photographer”
 “Retail Representative” instead of “Sales Person”
No Abbreviations:
 “Senior Manager” instead of “Sr. Mgr”
 “Customer Service Representative” instead of “Customer Service
Rep.”
2. Keywords or Company Name Field
Keywords provide more details to your job title so that your job ad is more
easily found in searches.
For Example:
 If you are a medical device company looking to hire a sales
representative, include the keyword “medical devices” in your job
description.
 If you are looking to hire a customer service representative for your
auto dealership, include the key word “auto dealership.”
3. Location Field
The location field is important to job seekers who want to work in their area.

 Be sure to complete this field when posting your job to ensure that
candidates targeting your area will find your position. Remember that
jobseekers may use a radius.
When done right, the job title, keywords and
location will enable qualified jobseekers to
find your job.
3 Creating An Effective Job Ad
When writing the Job Ad, Head Hunter Style, there are six key elements to
include:
i. The Job
ii. The Job Summary
iii. The Job Description
iv. Job Requirements
v. Benefits / About Your Company
vi. How to Apply / Call to action
i. The Job
State clearly the key characteristics of the job. This is a snapshot of the job
– example:
Job Title : Finance Manager
Reporting To : Finance Director
Type : Contract (3 year renewable)
Compensation : $ Negotiable + Medical + Pension + Bonus & More
Location : Nassau, Bahamas.

Potential suitable candidates can make a decision as to weather they want
to pursue the opportunity or not. It saves time and effort for both employer
and employee.
ii. The Job Summary
Be clear, concise and compelling in your job summary. Potential
candidates must know exactly what the job is all about and expectations.
The opening paragraph should spark job seekers’ interest. This will
encourage them to learn more about your company and apply to the job.
As you write, think about how you can inform, engage and inspire your
candidates to pursue next step(s).
iii. Job Description
This section states clearly the role and responsibilities the successful
candidate would be expected to perform. Some companies may elect to
elaborate ‘ii’ above and omit this section. Others may elect to itemise the
duties to perform. A significant factor that influences the form or structure
depends on the seniority of the position. For example, a manager position
may elect an elaborate job summary. In this case, it can be labelled ‘Job
Summary / Description’.
iv. Job Requirements
Your requirements should reflect the job title. For example, a senior title
should align with the required level of experience.
Include some level about the duties that your candidate will carry out, as
well as, any required education, certification(s) and experience.
Make sure the requirements are easy to understand by someone who does
not already work for your company.
Remember less is often more. Experts recommend including must-have
skills at the top and the ‘nice to have’ skills below these.

v. Benefits / About The Company
Think what sets your small company apart from your competitors, such as
flexible work schedule, employee training and the opportunity to learn new
skills.
Be Brief, but tell a story about who your company is and why people enjoy
working there. Include some tangible reasons why people should choose
your company.
Also, be sure to include your company benefits, both traditional and non-
traditional. Traditional benefits include healthcare, pay raises and vacation
time; non-traditional benefits include gym memberships, commuting
assistance, or corporate deals on a cell phone plan or local day care
centres.
Think of your Job Ad as marketing collateral. It should explain your
company’s unique characteristics and value position.
vi. How To Apply / Call To Action
Choose your ad with a well-defined call to action. Include clear instruction
on how to apply to your instructions on how to apply to your position,
including what information is required, such as resume, cover letter and
references.
Include only one apply method in your job application to avoid confusing
candidates. Here’s why:
A single apply method will help encourage candidates to apply and to
easily complete the apply process
One apply method will make it easy for you to track job applies and your
applicant pool
Accurately tracking your job applies will enable you to get the most from
your recruiting budget.

Head Hunter System makes posting
effective job ads easy. All the essential
fields have been defined in both the
candidate and job ad sections. Our
technology matches the right candidate
to the job specifications thus eliminating
the need to search numerous CV’s.
90 % of Head Hunter applicants are
already employed this suggest, amongst
many factors, that these candidates are
serious about their job search and career
progression. Head Hunter system
facilitates the convergence of talented
value-added personnel with growing
companies and industry leaders.

4 Social Media Best Practices
As a small business owner, you can use social media touch to connect with
customers and possible new employees. No matter what social media
platform you use, your goal is to create engagement. The following points
will help you get started.
a) Broadcast your Company’s Unique Brand
Social media gives voice to your company brand and tell stories that help
clarify your employer brand.
Your company’s website should demonstrate what makes your company
unique to potential new hires.
On your company website’s career page, highlight your company culture,
work environment and company mission. Community philanthropy and
mission-driven projects are of particular interest to Millennials.
If you’re looking to hire this demographic, you’ll want to post images from
company events or community activities on your company’s career page;
always get approval from people featured in these photos beforehand.
Through social media, your company can generate content that provides
candidates with insight into your company, its culture and values.
b) Engage your Workforce as Social Advocates
Job seekers wants more visibility and transparency into the people who
work at your company and social media is a great way to tell that story.
Many companies encourage employees to be “Brand ambassadors.”
These employees write about company events and promote job
opportunities at the company.
To grow your own ambassadors, focus first on employees who are active
on social media. Be sure to give them clear parameters on how they
should and should not communicate about your employer brand. Put

together some social media guidelines that all employees can reference
when writing about your company online.
As an employer, be clear about your company brand and give your
employee the needed guidance to accurately portray it in their online
communications.
c) Use Facebook for Engagement
Your company Facebook page can engage potential customers or current
customers and serve as a meetup for your workers. A dynamic Facebook
page can also demonstrate your company culture to potential job
candidates.
Use your Facebook page to highlight company events and gatherings,
employee initiatives and achievements, as well as philanthropic activities at
your company.
Assign a social media-savvy employee to regularly publish new post to
your company page to keep it current and engaging. Two or three post per
week are sufficient.
The Facebook Audience Insights tools provides demographic data that can
help you determine whether or not you’re reaching your target audience as
well as the reach and level of your engagement. This is the number of
times that your post has come up on a scanned page, as well as the
number of comments, shares or likes that your content receives.

d) Use Twitter to Expand Your Company’s Reach
Twitter is a great place to promote your company’s job ads as well as your
company brand and culture to potential job candidates.
Your company’s Twitter feed is also a great way to share links about
interesting developments within your industry as well as highlight news
about your company.
How can you best measure success on Twitter? Track your retweets,
favourites and replies. Those are the things that you want to be looking at
in comparison to your total number of followers and fans.
Questions that Will Help Clarify your Company Brand:
Your Company Values:
What do we as an organisation believe?
How do we treat customers?
How do we treat our employees?
What values guide us every day?
Your Company Culture:
What makes our company unique?
Why would a customer do business with us?
What is our role in the company?
What defines our workplace environment?

5 Mastering The Interview Process
Hiring the right talent is one of the most important decision that you will
make for business. That makes your candidate interviews especially
important.
The following tips will help you get the most from your interviews and
ultimately make the best hire for your company.
a) Learn the Details about the Job
If you are not aware of the duties of the job to be filled, ask someone who is
currently in the role about their daily schedule, challenges and duties.
b) Know the Candidate
Before you shake hands, research the candidate. Carefully review their
resume. As you review their online profile avoid using personal information
to influence your hiring decisions.
c) Screen Candidates with Phone Interviews
As a business owner or manager, time is always a precious resource.
Phone interviews can help weed out candidates who don’t meet your basic
job requirements.
Have your thoughts and questions organised in advance – and on paper.
This will enable you to ask the same questions of every candidate and
track their responses. This process will help you select your top 2-3
candidates to schedule for a face-to-face interview.
d) Ask a mix of Questions
When you first reach out to a candidate, your goal should be to build a
rapport before asking any technical or in-depth questions about the
candidate’s experience.

Then, ask a few questions to help you determine if the candidate meets the
job’s requirements, such as a college degree or required level of
experience.
If the candidate meets these expectations, you can introduce a few
behavioural questions that will allow you to hear how they handle
challenging situations at work.
If there is mutual interest between you and the candidate after this initial
conversation, go ahead and suggest a time when you can conduct a more
in-depth interview, either over the phone or in person. Keep in mind that
candidates who don’t qualify may now be of interest in the future.
e) Broad Questions Can Help Assess Overall Character
Asking open-ended questions will give the candidate a chance to reveal
how they think and who they are. While specific skills may be a necessity
for your position. It’s the candidate’s attitude that will matter most in their
day-to-day duties.
f) Detailed Questions can Assess Expertise
Once you confirmed that the candidate qualifies for the position, drill down
to assess subject-matter expertise and analytical skills.
g) Observe their Style of Communication
Have the candidate join a staff discussion in which they contribute their
thoughts in a group setting. This will help you assess if they’re a real team
player. Carefully observe the candidate’s body language, temper and
congeniality. Are they comfortable with others? Do they know how to
present themselves in a professional manner?
h) Knowledge about your business
Ask the candidate if they have any questions. A candidate who comes
prepared with questions – and who knows something about your company

– is a good indication of their genuine interest in your trade and an ability to
think strategically.
i) Keep the Interview Legal
Keep the discussion professional at all times. If a question feels too
invasive or personal, most likely it is. Make sure that every person involved
in the process is familiar with the “do’s and don’ts” of a legal interview.
6 On Boarding Your New Hire
Onboarding, or orientation, is the last crucial step of the hiring process –
one that can have a long-term impact, positive or negative, on your
recruiting success.
Help your new hire succeed and deliver value to your company with these
pointers:
a) Get Organised
Create a reference guide that includes company information and resources
that you’ll want to share with all new hires. The guide should include a staff
directory, emergency phone numbers, as well as information about your
company culture, dress code, social media, policy and other essentials.
If possible, assign a trusted employee the task of overseeing the
onboarding of new hires. This trusted source can help schedule their first
day at work and provide new hires with needed resources.

b) Give your new hire a sense of control
Provide your new employee with the information they’ll need to succeed on
their first day. Give them clear directions on how to get to the office, where
they should park, who they should ask for when they arrive.
c) Encourage note-taking
Avoid giving new hire information overload. Provide a pen and notebook
and encourage them to take notes throughout the day for their own
reference – or they can use an electronic device.
d) Have needed resources in place
If your new hire requires a desk, office cubicle, phone and computer make
sure these resources are in place for their first day at work. Provide
needed pens, paper and other supplies.
e) Clarify their role and expectations
On their first day at work take time to sit down with your new hire to review
their responsibilities tasks and goals. Share your own expectations with
your new hire and how you will measure their success. Create a written
document of these tasks and expectations for future reference.
f) Map out their first three months
Help your new hire succeed by scheduling regular meetings throughout the
first few months. These meetings can be as brief as fifteen minutes. Ask
the new employee’s manager to weigh in with their perspective on how
things are going. Address any issues before they escalate or become
habitual. If needed, provide additional training.

7 Your Hiring Checklist
 1. Create job ads that are clearly formatted and easy to scan. For
reference, search similar jobs on Caribbeanheadhunters.com or
checkout “writing the job description” in our Resource Centre
 2. All job descriptions should include a brief section that describes
what makes your small business culture and benefits unique. Ask
currently employees for their input. Incorporate this information on
your career page, company Facebook page and on other social
media platforms.
 3. Encourage your social media-savvy employees to become
company brand ambassadors. Provide them with social media
guidelines in how to communicate about your company and its brand.
 4. Take adequate time to prepare for candidate interviews. Consider
creating an interview guide that includes proper protocol and
interview questions to ask, particularly for recurring jobs. This guide
can serve as a reference for others who conduct interviews in your
organisation.
 5. Create a good impression for your new hire by planning out their
first day and beyond. Give them the orientation they need to
succeed. During their first few months, Schedule regular check-ins
with your new hire and their manager to see how things are going.
Visit our Resource Centre for more information on:
Building Your Brand
Brand Recognition
Strategic Alliances
Attracting Synergies
Writing The Job Description
….and much more

Head Hunter Guide To Small Business Hiring In 2016

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