How to hire the candidates without the Human Resource (HR) Team?

One of the most crucial points that business needed to determine for the success of the company is its human resource department. Unfortunately, in many companies, having an HR team or even the recruiter is not quite feasible. There are many startups with only the handful of employees who cannot afford to bring the additional team members to take care of their hiring process.

                                                       Hire without HR Team

This would lead to miserable and daunting activities that will take your business to quite a loss segment. At the same time, every hire that you make in the small team could make or break the success of your company. However, it is absolutely not possible to hire without any recruiter or the HR team.

But, let us discuss how you (company) can do it, how can the organization hire the candidates without the HR team and without spending much time and money as follows:

·        Automate hiring process

Both the HR and the candidate know that how much time it takes to hire the other candidate and get them on board. This is not to say that the HR teams are not doing a good job or their great work is impossible to find. It simply means that the current methods are tedious and time-consuming and requires at least a recruiter.

Resumes have been one of the staples of the hiring process and however, they are not exactly the accurate and the reading through the hundreds to thousands of CVs per job position can actually take two weeks.

·        Use job ad as the filter

There are many companies who underestimate just how efficient proper job advertisement and it can be. This may persuade the right candidate to apply while discouraging the wrong ones from sending in their resume and motivation later. By writing the performance-based job ad, you can kill two birds with one stone.

Research have shown that applicants listed the reason why they did not finish their job application process, because a total of 60% of the listed tech issues, 655% says that they stop their application filling process due to problems in their uploading their CVs, and 20% left because the application could not be filled on their smartphones.

·        Use an employee referral program

If you do not have the HR team, then why not to make your entire workforce team gets into it? Employee referral programs will not only help you but also the candidates to get a better job in no space of time. This is where your present employees refer to someone whom they know and are open for your company to get the job.

Studies have shown that employees from employee referral programs have the highest retention rates at 46% after on years rather than hiring someone without a referral. This means that 46% of those hired through referrals will stay at their job.

·        Discuss salary early on

One of the major principles of performance-based hiring is to discuss the salary in the final stages of the hiring process, which sometimes leads to loss of candidates. While this is the great practice to find the applicants who are not motivated by the compensation only and it may not be helpful if you are looking to cut down the cost of hiring time and resources.

If you mention the salary early on, then you will discourage those who do not want to get agreed with your salary from applying. As we know, the small team and the startups cannot afford much to the candidate then you may use the tactics to discuss the salary before.

·        Save time on interviews

Anyone who has ever had to hire the new employee knows that the interviews can be quite time consuming. Due to this critical reason, it is advisable to keep them for every end of the hiring process. You must make sure that the interviews are performed online that will take your candidates time quite lesser than ever.

You can also make the process considerably easier by having one-way interviews and you can even simply prepare the list of questions for the candidates to answer and can record them out. Needless to say, this is not good as one on one interview, but you may get feel for the candidate's personality and attitude without actually spending your much time.

·        Use Linkedin

Linkedin has also been one of the best places to scout the new talent for years now and the recruiters are some of its active users. They scout the profile, groups, and networks to find out the best fit for your company based upon certain creator. The easiest route that you can follow on the Linkedin platform is posting a job ad in front of people.

Linkedin job ads are actually paid by the number of clicks that you get from your viewers and not the applicants. The cost is anywhere ranges from the $2 to $5 click and if you have several job opening at the time which gets thousands of views and each bill can get pretty steep out.

·        Use Twitter and Facebook

Even though these are the two most popular social network platform that are unlikely sources for finding new employees, with the little bit of creativity and you can attract lots of quality applicants by this. If you are wondering whether someone would actually use Twitter to look for the job, then you might be quite surprised. Around 52% of the job seekers look for the job on Twitter and that’s a huge ratio.

Facebook is also another unlikely source of a great candidate as it has the 2.1 billion active users each day and is one of the most popular social network platforms. There are tons of perks to source the candidates on Facebook that you may find out by visiting on such platforms.

·        Build a great culture

When you think about the company which is great to work for, then there are a lot of people immediately who think of Google. The search giants have not gained the title of the most desirable places to work on by simply forking out the huge paychecks. This will even not be the one time fluke either Google held the title for 6 years from 2011 to 2017.

Some of the major reasons why employees tout Google so much are because it is the place that is great to work in and has a great work culture. However, if you cannot afford the recruiter because you are running the small startup, then you probably might not have the assets to build a great work culture and good environment either. In a recent study, it has been shown that the companies with a good culture had the employee’s turnover by 13.9% as compared to 48.4% in companies with bad culture.

·        Conclusion

Now, the question about can you really hire the candidates without the HR team have been resolved after reading this article. By using such enormous tactics mentioned above, the company can resolve this issue by having their time and money as well.

However, if you are planning to grow your company considerably, then you must consider putting them together in the HR team at some point of time as they will provide you the value and the expertise beyond the hiring process.