Posts

Social Media Recruitment - Complete Controller

Small businesses have different short and long-term goals compared to larger businesses. The main reason for this is that they have fewer resources and less time for recruitment. Small businesses have difficulty finding and hiring potential candidates because they lack the resources of some larger businesses for recruitment. The hiring process is often expensive when looking to recruit top talent and fill out your business needs with high-quality candidates, making it difficult for small businesses to compete with larger companies. Here are some social media recruitment tips to help your small business find and hire the best candidates possible. Check out America's Best Bookkeepers

Share Your Business on Social Media

In today’s advanced technology world, many businesses, large and small, are utilizing what is referred to as social recruiting. This type of recruitment is done by either using different social network platforms or by employee referrals. Social recruitment gives several advantages to small businesses. These advantages are defined in understanding a candidate’s personality, employee engagement, and brand promotion.

Business recruitment depends on how the business engages with existing and potential employees and well-established social media strategy. Your business needs to post updates regularly with ongoing interaction, specifically engaging your social media followers. This will draw attention to your business. 

Current employees can also use their social media platforms to attract and refer potential strong candidates among their friends and followers. You can even offer incentives to your employees for referral recruitment if their efforts result in a candidate’s hiring and retention. Check out America's Best Bookkeepers

Post a Thorough Job Description

No matter the platform you use to advertise your company’s job opportunity, it is essential that you provide a thorough job description. Ensure the business objectives are clear and make concise but robust bullet points that layout the job description and requirements. It is proven that those businesses that utilize details job descriptions, regardless of size, have attracted more qualified potential candidates because they were clear on the job, and they connected to it.

Candidate Selection

Social media is not only used for advertising the organization’s vacancy, but it can also be used to screen applicants. Whenever a candidate application is assessed, the organization must review the applicant’s skills with their personal qualities and previous experiences. But this approach doesn’t allow an organization to assess candidates as per behavioral values. This is the point where social media can play an important recruitment role. Reviewing candidates’ social media profiles, including Instagram, LinkedIn, Facebook, and Twitter, will help your business know more about the candidate. This includes the applicant’s interests, hobbies, and behavior as gathered through the information they are posting on social platforms and the type of content they put out or engage in.  Check out America's Best Bookkeepers

Widening the Talent Pool

Social media can attract candidates, but it can also expand the talent pool by widening a small business’s reach to potential future employees. Most small businesses can’t attract high-quality candidates without incurring a great expense to compete with larger businesses. Social media levels the playing field. Because a strong social media presence doesn’t cost a lot if anything, and it is not dependent on the business size and budget, any business can attract or find great candidates and have a larger talent pool from which to select.

Conclusion

Small businesses should be able to find and hire the best candidates regardless of their business size. To be competitive with larger businesses for the best employees without astronomical costs, small businesses must use social media recruitment. Using these tips will help your small business thrive with top talent staff to support it.

 

Check out America's Best Bookkeepers About Complete Controller® – America’s Bookkeeping Experts Complete Controller is the Nation’s Leader in virtual bookkeeping, providing service to businesses and households alike. Utilizing Complete Controller’s technology, clients gain access to a cloud-hosted desktop where their entire team and tax accountant may access the QuickBooks™️ file, critical financial documents, and back-office tools in an efficient and secure environment. Complete Controller’s team of certified US-based accounting professionals provide bookkeeping, record storage, performance reporting, and controller services including training, cash-flow management, budgeting and forecasting, process and controls advisement, and bill-pay. With flat-rate service plans, Complete Controller is the most cost-effective expert accounting solution for business, family-office, trusts, and households of any size or complexity. Check out America's Best Bookkeepers
Pool of Candidates - Complete Controller

Many innovations have resulted from a need to pair the right individual with the right organization’s right job. However, we are still nowhere close to hiring employees in a manner that is both effective and accurate. This is because portals like LinkedIn offer a professional network that makes it easier for employers to find potential employees that meet their requirements. This is the first stage of recruitment, and technology and innovation have come a long way. However, the next process is the most time-consuming and stressful process for HR as it involves short-listing suitable future employees from a massive pool of potentially similar candidates. Check out America's Best Bookkeepers

How does one short-list one person and not another? What is the basis for the selection or deselection of a potential hire? Why is this process so time-consuming? And finally, is there a better way? These are but a few questions on the minds of HR representatives and business owners alike.

What is ShortListing? And Why is it so Important?

Short-listing is the process of narrowing down candidates from an applicant pool. These applicants best meet the desired position requirements, and they are who the organization would like to see in the next phase of the recruitment process. No organization has the time, resources, finances, or ability to meet or place an interview with each candidate that applies to the organization. Short-listing potential candidates is essential as only a fraction of those who have applied for the position are called in for an interview or move on to the next phase of recruitment—deciding who should move on and who shouldn’t is the real challenge facing recruiters worldwide. Check out America's Best Bookkeepers

Screening and Short Listing

Screening and short-listing often happen simultaneously as a recruiter goes through every applicable candidate. The screening process is essential to the effective short-listing of potential candidates as it helps in eliminating those candidates that are least likely to be a good fit. Many organizations use different screening processes based on the type of position in question and the size and nature of the business.

Determining a set short-list criterion ensures that employees selected at least meet the minimum levels of experience and qualifications needed for the position. Screening standards should be high enough to provide good quality candidates get pushed forward, but not too high either as many potentially qualified candidates might not pass through screening.

A short-list criterion should be based on the experience, qualities, and traits of top-performing employees who are currently in that role. The criteria should never include personal opinions, gut feelings, or own similarities of the candidate with recruiters or managers.

An ideal short-list criterion should include the following:

  • Education
  • Experience
  • Professional Skills
  • Personality Traits
  • Competencies Check out America's Best Bookkeepers

 

Each of the criteria mentioned earlier can be further elaborated upon to ensure that recruiters and HR managers know what they are looking for in terms of the ideal employee for the position. The better the screening criteria are, the more effective will be the recruitment process for the organization. A thorough and well-defined screening process maintains desired employee standards across the organization leading to better utilization of resources and increased productivity and expertise.

Conclusion

Short-listing ideal candidates can be challenging for any recruiter, but if proper measures are put in place, this process can become a lot more streamlined and less time-consuming. There are no shortcuts when it comes to selective hiring. The most effective recruiters and HR professionals follow strict guidelines when it comes to screening candidates. Screening is more than half of the recruitment battle, and by adhering to strict criteria will help in the most effective selection of potential candidates. Check out America's Best Bookkeepers About Complete Controller® – America’s Bookkeeping Experts Complete Controller is the Nation’s Leader in virtual bookkeeping, providing service to businesses and households alike. Utilizing Complete Controller’s technology, clients gain access to a cloud-hosted desktop where their entire team and tax accountant may access the QuickBooks™️ file, critical financial documents, and back-office tools in an efficient and secure environment. Complete Controller’s team of certified US-based accounting professionals provide bookkeeping, record storage, performance reporting, and controller services including training, cash-flow management, budgeting and forecasting, process and controls advisement, and bill-pay. With flat-rate service plans, Complete Controller is the most cost-effective expert accounting solution for business, family-office, trusts, and households of any size or complexity. Check out America's Best Bookkeepers
HR Hiring - Complete Controller

The HR department of any organization is responsible for a set of assigned tasks including but not limited to recruitment, sourcing, scheduling, payroll, employee benefits, and any queries regarding HR policies and practices. The most significant role that HR representatives play within an organization is how they source for new potential employees. Even though many platforms assist in sourcing for potential employees, it is still a challenging and time-consuming ordeal. Finding a candidate that best fits the job position requirements and work environment can not only be challenging but often extremely time-consuming and expensive.

The department responsible for managing all resources related to employees is referred to as the Human Resource department. HR comprises of all those activities associated with the management and development of employees in an organization. HR professionals have a significant role in sourcing, shortlisting, interviewing, and selecting candidates during the hiring or recruitment process. Check out America's Best Bookkeepers

Sourcing

Sourcing is the first step of the recruitment process and the primary responsibility of a professional and proficient HR representative. The HR manager and his team are responsible for sourcing ideal candidates using a variety of different means. Along with social media platforms like LinkedIn and monster.com, HR professionals need to be proactive when it comes to developing a strong professional network and various headhunting candidates who might be an ideal fit for the organization. Developing newspaper ads and generating job posts on social media can help in sourcing several potential candidates for any job position.

Short Listing & Screening

Short-listing is the act or process of narrowing down candidates from an applicant pool that best meets the desired position requirements and who the organization would like to see it the next phase of the recruitment process. No organization has the time, resources, finances, or ability to meet or place an interview with each candidate that applies to the organization. This is why selecting candidates from a large pool of applicants falls under the responsibility and job description of an HR ProfessionalCheck out America's Best Bookkeepers

A shortlist criterion should be based on the experience, qualities, and traits of top-performing employees who are currently in that role. This is perhaps the most time consuming and challenging task of an HR representative. Adhering to a well-formulated screening process is the key to accomplishing this part of the recruitment process most effectively and efficiently.

Background Check & Interview

Once potential candidates are shortlisted through the screening process, it is time that they are called in for an interview. Most organizations mandate a background check either prior or post-interview to ensure that the employee has no criminal record and is, in fact, an upstanding citizen. This also falls under the job responsibility of HR as determining appropriate background checks can help narrow down the list and make hiring decisions much more straightforward. HR managers are also responsible for conducting interviews with potential candidates. They often follow a set of questions prepared by the organization that is specific to the job in question while also consisting of general questions to get a sense of the person’s personality and character. Check out America's Best Bookkeepers

Conclusion

HR professionals play a vital role in the recruitment process, but apart from this, they also have many other responsibilities. They are responsible for the well-being of employees in the workplace, ensuring that their needs are fulfilled, and they have a work environment that is both productive and enjoyable. HR is all about managing the driving force of any business, its employees. An organization with a strong HR department operates at a higher efficiency rate. It tends to have lesser employee turnover and better retention, which results in long-term employees that are extremely beneficial to the organization.  

Check out America's Best Bookkeepers About Complete Controller® – America’s Bookkeeping Experts Complete Controller is the Nation’s Leader in virtual bookkeeping, providing service to businesses and households alike. Utilizing Complete Controller’s technology, clients gain access to a cloud-hosted desktop where their entire team and tax accountant may access the QuickBooks™️ file, critical financial documents, and back-office tools in an efficient and secure environment. Complete Controller’s team of certified US-based accounting professionals provide bookkeeping, record storage, performance reporting, and controller services including training, cash-flow management, budgeting and forecasting, process and controls advisement, and bill-pay. With flat-rate service plans, Complete Controller is the most cost-effective expert accounting solution for business, family-office, trusts, and households of any size or complexity. Check out America's Best Bookkeepers

An organization’s success primarily lies within the hands of its employees and staff since they have the responsibility of managing everyday operations of the business and moving it in the right direction.  This need means the recruitment of remote or overseas employees may become necessary. These remote or offshore employees enable the business to increase its functions when a company is expanding its operations. Thus, the following are the ten tips that may help to ensure successful remote or overseas recruiting:

Bring Social Media to Use Check out America's Best Bookkeepers

With the progression of time, new media has brought the world closer than ever and has helped eliminate physical distances through its virtual means. Moreover, the trend of social media has expanded to such far and wide areas that a higher proportion of the global population is active on these platforms. Consequently, the data of these users worldwide is readily available on social media accounts, such as those of Facebook, LinkedIn, and Twitter. Thus, social media is useful in locating individuals or agencies in remote or overseas areas whose details match the job’s specifications.

Highlight Job’s Facilities

When hiring employees from remote or overseas areas, you should not only focus on your job demands but also pay some heed to the needs of these individuals looking for a job in distant locations. The most attractive element for such individuals that they seek such jobs is flexible job options. Flexible timing and daily benchmark are amongst the excellent job qualities for individuals. Highlighting these positive job attributes attracts a higher number of potential employees.

Communicate Openly with Recruitment Agencies

It is a great idea to get assistance from recruitment agencies when looking for large-scale recruitment with specific eligibility criteria. When using them, it is essential to communicate openly and adequately with these recruitment agencies and provide them with proper job criteria. It is also necessary for organizations to inform the recruitment agencies about its requirement for employees from remote or overseas areas, so that the agency may customize its search accordingly. Check out America's Best Bookkeepers

Make Use of Social Contacts with People and Agencies

With the use of social contacts with people and with agencies, organizations can integrate help from trusted sources to achieve follow up on potential job candidates. In most situations, it is difficult for organizations to track down the record of individuals in remote or overseas areas. Thus, social contacts and agencies can come in handy in providing a comprehensive history of individuals, so that businesses can eliminate the need for constant monitoring of these employees.

Consider Employee Referrals

The internal recruitment method, through employee referral, is a sure-fire procedure of enabling organizations to recruit employees from remote areas or overseas. Suppose an organization has no or limited contacts in the distance. In that case, regions it is likely for the employees of the organization to have connections with some people who live overseas and are suitable for the specific job. Thus, employee referrals may provide a trusted source for enhancing overseas recruitment procedures. 

Identify Critical Job Requirements

Working with employees from remote or overseas areas can present a difficult situation for some organizations as it is relatively tricky for managing employees from such distance. Companies must acknowledge that foreign employees must have practical communication skills, a sense of responsibility, and a sufficient amount of information about the job. Check out America's Best Bookkeepers  

Customize the Recruitment Procedure

Remote or overseas recruitment is not the same as regular recruitment. There is a physical barrier between recruiters and job applicants. Thus, the recruiter must customize the procedure as per the needs of the organization and that of the applicant. Acknowledge the time difference when scheduling an interview.

Acknowledge Differing Employment Law

Employment and recruitment laws vary significantly from place to place. Therefore, acknowledge these laws and other employment-related rules and regulations of different states and countries, so that the recruitment procedure has protection from any possible legal violation.  

Identify Local Recruitment Procedure and Employment Opportunities

Employment opportunities are usually different in different places, depending on the social, political, and economic conditions of the specific society. Similarly, the recruitment procedure also differs significantly based on the organization’s structure and job requirements. Thus, to grab the attention of individuals from remote or overseas areas, it is necessary to keep local recruitment and employment conditions.

Use Technology to Test Technological Capability of the Individual

Skype and other video conferencing tools provide an effective medium for interviewing individuals from remote or overseas areas.

Check out America's Best Bookkeepers About Complete Controller® – America’s Bookkeeping Experts Complete Controller is the Nation’s Leader in virtual bookkeeping, providing service to businesses and households alike. Utilizing Complete Controller’s technology, clients gain access to a cloud-hosted desktop where their entire team and tax accountant may access the QuickBooks™️ file, critical financial documents, and back-office tools in an efficient and secure environment. Complete Controller’s team of certified US-based accounting professionals provide bookkeeping, record storage, performance reporting, and controller services including training, cash-flow management, budgeting and forecasting, process and controls advisement, and bill-pay. With flat-rate service plans, Complete Controller is the most cost-effective expert accounting solution for business, family-office, trusts, and households of any size or complexity. Check out America's Best Bookkeepers
Effective Recruitment Process - Complete Controller

Even though the recruitment process is essential, there are certain instances when companies may face some difficulties in structuring a recruitment process that guarantees the efficient intake of new employees. Thus, to overcome these difficulties, the following are the seven tips that can enable organizations to structure an effective recruitment process: 

Carefully Identify Job Specifications Check out America's Best Bookkeepers

Every job position holds a specific set of responsibilities and skills.  Therefore, only an individual with the knowledge of required responsibilities and skills can comply efficiently with the job demands. To recruit the most suitable applicant, it is essential for the organization to first carefully identify the job specifications required for an effective recruitment process. A spreadsheet may be structured to help develop a well-thought idea of requirements that the job specification demands.

Pay Attention to Job Advertisement

The advertisement is one of the most resourceful media in transferring a message and attracting more and more publicity towards the message. After carefully determining the job specifications, it is critical to developing a suitable job advertisement so that the message of the organization’s need for a job applicant may spread far and wide. Moreover, these job advertisements should be posted on targeted platforms to attract suitable job applicants. This posting may help boost an effective recruitment process, enabling the organization to intake most suitable employees. Check out America's Best Bookkeepers

Enhance the Interview Session

The most crucial step of recruitment, during which an organization decides about the suitability of a job applicant for the job, is the interview session. The session may begin with general questions regarding the specific position and the knowledge that the applicant holds towards the job responsibilities. However, the meeting may proceed towards a more subjective direction, dealing with the individual’s skills.

Allocate a Significant Amount of Time for Reviewing Resumes and Interview Performance

Generally, organizations tend to integrate a higher number of applicants for the interview session, and then make the final decision of recruiting the most suitable applicant for the job. For this purpose, it is critical to allocate time to review the resumes and interviews of applicants, so that the hiring decision is of a higher quality level. Thus, carefully go through the resume of every applicant and note its score along with the applicant’s interview.

Make Use of Bookkeeping Process

After assessing every job applicant’s capabilities and suitability, it isn’t easy to keep track of every applicants’ performance. Thus, for an effective recruitment process, it is feasible to utilize the bookkeeping process and maintain a written record of applicants’ suitability. This would help ensure an authentic recruiting process while eliminating risks of mistakes since it is common in organizations to confuse an applicant with the suitability of another applicant. Check out America's Best Bookkeepers

Maintain Contact with the Applicants

In most recruitment cases, there are instances when a job applicant has practical skills and inherent capabilities to be a resourceful employee. However, he/she does not possess the specific skills or knowledge required for a particular job. In this situation, it is a recommended practice for organizations to keep a record of such applicants and maintain contact with them. This would help the organization to re-contact these applicants for any other job position for which the individual may be suitable.

Review the Recruitment Process Regularly

With the progression of time, the structure, condition, and requirements of an organization change to meet the business market’s dynamic nature. Given this changing nature of organizations, the organizations need to regularly review its recruitment process to maximize the recruitment process and comply with the changing job needs.  

Check out America's Best Bookkeepers About Complete Controller® – America’s Bookkeeping Experts Complete Controller is the Nation’s Leader in virtual bookkeeping, providing service to businesses and households alike. Utilizing Complete Controller’s technology, clients gain access to a cloud-hosted desktop where their entire team and tax accountant may access the QuickBooks™️ file, critical financial documents, and back-office tools in an efficient and secure environment. Complete Controller’s team of certified US-based accounting professionals provide bookkeeping, record storage, performance reporting, and controller services including training, cash-flow management, budgeting and forecasting, process and controls advisement, and bill-pay. With flat-rate service plans, Complete Controller is the most cost-effective expert accounting solution for business, family-office, trusts, and households of any size or complexity. Check out America's Best Bookkeepers