Hiring well known people for small business

Businesses have always relied on hiring people within circles. Friends, friends of friends, relatives, previous colleagues, etc. The motive behind such a hiring is the fact that you believe in them and you expect them to believe in you, your idea, your business and work alongside with you to achieve success. You believe that they are great people because you know them personally and that you can convince them or motivate them to put that extra effort needed to achieve the strategic goals and milestones set up. You believe that these people will never let you down as they share great enthusiasm with you on personal level and are motivators and success measures for you.

However, when it comes to small business or start ups, this method might not always work. Yes, these are the people who know you inside out and believe in your work, your idea, your methodologies and share great enthusiasm to work towards success; however these are also the people who tend to take advantage of your personal level relationships. These are the people who take more leaves, who take you for granted at the time of need, who are capable of putting your and business needs behind their own personal requirements and toy with the fact that the organization is not just professionally but also personally attached with them and hit hard at the time of despair.

For small business owners, referral hiring might really not be the ideal solution; because as owner you are personally attached to it and you are relentlessly doing everything to make it a success; however people who are personally attached to you might really not share the bonding that you have with business. That is the situation to avoid. People who come to you through regular hiring are there to work and make a career for themselves and as such are much more likely to put in more efforts than someone who knows your well and has come through a referral.

Importance of being a search specialist for a recruiter

If you are a recruiter; one of the most important trait that you need to nurture and hone is your search capability. With search, I do not mean only job portals or social / professional media, but in general you have to be a search specialist. You should know how to search your computer; you should know how to search your email client; you should know how to search job portal, you should know how to search social / professional media networks; you should also know how to search the web.

Some people might come back and say that we "do" know how to search; what's the point?

Well, lot of people know how to search; however there is so much of information on the web allowing you to specialise in searching for the content that you need, however many of the recruiters I still see today are so dependent on Job portals for sourcing suitable candidates that I sometimes feel that these people haven't ever seen those articles or never understood how much of a value add they can be.

Google itself can give you so many leads today that sometimes job portals might seem a much smaller database of candidates. You just have to use the right keywords and know the methods to narrow your search the right results. And moreover search engines do allow general search methodologies (Boolean search, etc.), so you are actually not needed to do anything much different from what you do on portals.

I am not sure how many of recruiters try searching Google, Bing, Yahoo to find candidates, however adding this as a arrow in your quiver of resume sourcing will definitely show successful results and maybe a better incentive record for yourself.