Efficient staffing solutions for small businesses

According to a CareerBuilder survey, companies are now improving their recruiting efforts to fill open positions within their organizations. As the demand for talent increases, HR professionals face the biggest challenge of finding the right people. They should also prepare for a labor shortage due to the talent crunch. In 2024, data showed that nearly 72.8% of employers struggled to find suitable candidates, while 42% were worried that they could not find talent. This concern is for a reason because 86% of high-quality candidates are already working at an organization and have no intention of changing jobs. So the question is, what should hiring managers do to have efficient staffing solutions for small businesses?

To keep up with the rapid changes in technology and the global recruiting landscape, HR professionals need to optimize their recruiting process and improve their enterprise staffing solutions. One of the best ways is to adapt your current recruiting methods to scalable staffing solutions based on the latest trends.

1. Look for diversity in the candidate pool

Gender and ethnic diversity are critical. HR professionals need to provide equal opportunities to everyone, including underrepresented candidates. LinkedIn data shows that improving diversity in a company helps employees better represent customers (49%), improve company performance (62%), and improve company culture (78%).

2. Use new recruiting service and processes

Traditional interviews, such as face-to-face conversations with candidates, may not be the most effective way to assess their overall skills. Not to mention, they are time-consuming, time-consuming, and resource-intensive. With the help of new recruiting platforms and tools, HR professionals can now more easily test candidates’ abilities in less time and more effectively.

New technology advancements in interviewing can help assess the soft skills of the company, the job, set up regular meetings, virtual reality assessments as well as face-to-face interviews. Moreover, more and more people are willing to work remotely, which is staffing for seasonal needs that HR professionals need to pay attention to. 
 

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3. Develop the use of data to make strategic recruitment decisions

Data will predict recruitment outcomes and not only track but also develop talent retention, assess skills gaps, build better offers between candidates and employers, and understand candidates' expectations for the organization.

Therefore, HR professionals should optimize data analytics to have a better workforce plan, predict candidate success, assess talent supply and demand, compare employee metrics with competitors, and forecast staffing solution for global expansion.

4. Embrace AI and Other Automation

Sooner or later, AI will become a company’s number one resource for reducing recruitment costs with better candidate assessment, better automation of the hiring process, and reduced errors in hiring decisions.

Gartner predicts that by 2030, 50% of high-performing employees will regularly redistribute their workload based on available talent. This means AI will help fill in the gaps. AI can also be extremely useful in sourcing, screening, nurturing, scheduling interviews, engaging with candidates, and even interviewing candidates.

However, there are areas that certainly cannot be replaced by machine technology, such as building relationships with candidates, recognizing candidates' potential beyond current data, assessing candidates' cultural fit, testing personal skills, and convincing them to accept a job offer.

5. Employer Brand

The purpose of employer branding is to build a strong, attractive brand for the recruiting unit and attract as many people as possible. According to LinkedIn research, 75% of candidates prefer to apply to companies with a good and solid recruiting reputation. 83% of employers say that their brand plays an important role in attracting talent, and 69% of candidates will not accept a job at a place with a bad reputation for recruiting.

6. Candidate Experience and Relationship Management

This is a new strategy and may become a new method that will be applied for many years to come. A candidate who has a positive experience during the recruitment process will be more likely to get a job, and they may even refer others to work together.

A survey by Kelly Services shows that 95% of candidates who are impressed with the recruitment process will be willing to reapply, 55% will share their feelings on social media and bring reputation to the company. This also contributes to improving the relationship between the company and future candidates.
 

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7. Apply more technology in the recruitment process

HR never knows where to find the best candidate for a vacant position in the company. Therefore, it is extremely important to maximize the recruitment strategy with staffing solution for remote teams. Social media and mobile applications should be the technology platforms that HR needs to pay attention to and develop.

Improving your social media recruiting page can help recruiters find the right candidates, with 89% of companies adopting this approach and 70% of hiring managers reporting success in social media recruiting.

Hopefully, the above sharing from Faro Vietnam will help businesses improve talent acquisition effectively and develop sustainably in the future. Please continue to follow Faro Vietnam to update more useful information!

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