Decide on your recruitment strategy
“It’s not unusual to first employ someone you already know – either someone you have already worked with in the past or someone who comes recommended,” says Bullivant.
But if you want to cast your net wider, there are numerous ways to find candidates, from recruiters to social media and formal adverts on job sites.
According to research conducted by LinkedIn, 49% of professionals follow companies on social media to stay aware of job opportunities. That means your own social channels might be the best place to start, particularly if passion for your business is paramount.
“I would always recommend that you advertise all roles via your own channels to your user base on social media and LinkedIn,” says Clarke.
When you advertise a role you may find yourself swamped with CVs. That might sound beneficial at first but they can be laborious to process.
“The easy apply system on LinkedIn, for example, means you may get a lot of applications from unsuitable applicants,” says Bullivant. “And a decent job ad on an online job board could attract hundreds of applications that you will need to screen.”
If the role you need requires very niche skills, it may pay to invest in a niche recruiter to access the right part of the job market. If that’s the route you decide to go down, Bullivant advises using “smaller boutique recruiters, who really take time to get to know you and your business”.
But be prepared to pay a 10% to 20% fee of the annual salary for the person hired.
Pause the hiring process if you’re not ready
If you decide, after careful consideration, that it is best to hold back on hiring for the time being, make sure you keep your eye out for potential employees all the same.
“The best talent often isn’t on the lookout for new roles,” Bajela says. “So it’s important to build connections and nurture relationships for when a specific hiring need arises.”