Recruitment Tools for Small Business
                     Recruitment Tools for Small Business
Jenny Knight
Writes for smb-corner.com 
Small and Medium Business Corner & 
SMB Corner
Recruiting people for small businesses is the key responsibility of human 
resource professionals. They help in contributing to the organization by 
choosing the right person for the right job. To find right employees and to 
recruit them in an effective way is important for any business. Luckily, there 
are many tools for recruitment for human resource professionals to make 
recruitment process more effective.
Recruitment tools for small business
Following are some tools that not only makes recruitment process easy but 
also cheaper:
Sourcing: Sourcing is identifying and employing suitable candidates through 
proactive techniques of recruitment.
LinkedIn is an important sourcing tool for recruiting employees. With the 
help of LinkedIn, the company can search candidates, can post jobs, if 
any. This is a way of promoting the company.
Facebook and Twitter: These are other popular sites through which the 
company can reach a large number of people. The company can set up 
Facebook page to advertise the various jobs vacancies currently. 
Searching candidates through graph search can be a better way for 
targetingpeople.
 
Selection: Once you shortlist candidates, you need to select the best 
one.
 Video interviews: Video interview is one of the online tools that make 
interviews more efficient, eg. Skype. You can come to know about the 
candidate within few minutes whether he will be suitable for the job or 
not.
 
 Psychometric test: Know about the behavioral, decision making or 
leadership traits before selecting any candidate. Note that this test 
should not be considered as a decision making tool. See to it that the 
data obtained from this test is accurate and practical.
 
 Skill testing: Skill test is mainly conducted to judge the candidates’ skills 
and abilities. Testing skills during selection process will help in 
identifying candidate’s strengths and weaknesses.
 Retention: Finally, you have hired a candidate. Now the important aspect 
is to retain them, engage them and make them productive.
 
 Employee attachment: During the initial period the employee is 
assessed by human resource department to know whether they have 
taken the right decision for hiring you for the organization.
 Performance tracking: Tracking performance is one of the critical 
processes during retention period. This helps in judging the 
performance level of the candidate. It also gives a good impression 
about the company to the candidate.
 Recognition: A hard area for getting right, individual as well as 
recognition of team may have a huge impact on morale and 
productivity.
 These recruitment tools are cost effective and fast. They help small 
businesses get as optimal as possible people for the organization.
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Thank you for spending your time in reading this article!