How to hire the best in 2015

Ask 90 per cent of successful entrepreneurs and they will give you a version of the following sentence: ‘I surrounded myself with great people and I couldn’t have achieved such success without their hard work and dedication’. This isn’t just paying lip service or saying the right things, it’s the honest truth.

Employees make a business work. Without them even the best entrepreneurs in the world could only go so far. It means the active ingredient of any success story is always enthusiastic and dedicated members of staff.

But how do you get those? Once upon a time there was only a select few ways of finding and hiring great people, but job adverts in papers only went so far and countless business owners missed out ‘that perfect person’ as a result.

 Big brand companies spend millions on recruiting graduates every year, and that includes appealing to people before they have even left school or university

It doesn’t have to be like this anymore. The rise of technology, new ways of working and changes in how the world of work is regulated allows the best recruits to find the jobs (and vice versa). Here are a few ways you can take advantage in 2015.

Word of mouth

The old adage ‘if it ain’t broke don’t fix it’ applies here. Word of mouth recommendations are still by far the most popular way to recruit when it comes to small and medium sized businesses. A trusted referral is worth more than great CV in many bosses’ eyes.

According to a recent survey by the Guardian newspaper, two-thirds of small business owners said they used this method. It’s quick, free from recruitment fees and it cuts out the middleman. Alas it can’t be relied upon for every vacancy that crops up.

Social media

A relatively new kid on the recruitment block is social media. For recruiters, it works in two ways: The first is by allowing prospective employers to check candidates activity on blogs and forums, as well as their social media presence, for signs that they are a safe bet.

The second is looking for career details on professional networking websites such as LinkedIn and, more recently TrafficLight, as well as a host of others. Blogs and forums are useful here too; if prospective candidates are writing regularly about your sector then you know they have a genuine interest.

According to recent research by social media monitoring service Reppler, just over 90 per cent of businesses are using social media to make decisions about recruits.

This guy can help you find a talented workforce

Jobs Boards

Jobs boards, both online and offline, are a staple of the recruitment process. But it is the types of media that recruiters use that is changing. LinkedIn and Facebook let you target people with certain job titles, sectors and geographical locations, making their ads a lot more efficient.

Launched in November 2012, the Facebook job board allows candidates to search for jobs in a multitude of criteria plus apply for jobs without having to leave the website. Other sites are dedicated to career niches, so you know you’re appealing to the right people.

Recruitment firm

The most expensive way to hire people is best applied to senior positions in your company, although the fact that these command higher salaries means a recruitment firm will charge a higher percentage fee. Many small businesses are put off by the costs, but the hit rates are generally good.

Not just that but because you have a relationship with your recruiter, and you’re paying them to do a good job, if the candidates they put forward turn out to be duds then you have greater recourse than, say, with a social media job advert.

Universities and colleges

Big brand companies spend millions on recruiting graduates every year, and that includes appealing to people before they have even left school or university. Graduate or careers fairs are a great place to advertise if you need young, intelligent and enthusiastic staff who are willing to learn.

A sensible mix of the above is the best way to track down your next batch of hotshot employees. Using the biggest number of research tools will give you the best chance of success. Balance this need with your recruitment budget for the most effective results.