Oceanic Pharmachem Private Limited (OPPL) understands that workforce planning and recruitment strategizing are the biggest hurdles to the steady growth of small and medium enterprises.
Small businesses face many challenges when it comes to recruiting. Pay, benefits, location and perceived lack of stability could all contribute to a candidate’s unwillingness to consider accepting a position with start-ups or even more established small businesses. The lack of focus on building a brand and desire to “fill the seats quickly” usually creates a revolving door of employees that can be hard to overcome.
However, the biggest challenge is to overcome reactionary recruitment practices, which happens within almost all small businesses. Positions, requirements and salary offerings change daily, making building an effective candidate pipeline nearly impossible. A lack of planning or strategy, non-prioritization and a general lack of direction makes recruiting very difficult and challenging.
While small business owners make a lot of plans, very rarely do those plans focus on hiring needs over a longer period of time. Rarely do they think ahead to how they will bring people on, in what order, and skill set. All of the hiring is reactionary and then rushed because the business leaders do not realize they need a particular person at a given point in time.
Many business owners consider this as the nature of a small business. They need to react to what is going on in the business and therefore they have to be reactionary in their hiring. In reality, if they could just try making a plan and thinking ahead, in the end, they actually can hire right and do not have to be reactionary in their hiring.
Small business owners should conduct a constructive workforce planning session and then create a long term, but flexible, recruiting strategy that helps find the talent to be available when the business is ready for it. The execution will definitely, be a bit harder as it requires leaders to be less impulsive and stick to the plan.
Job roles should also be thought in advance which then allows time to actually execute a plan to attract the right talent. Recruiting will still be a challenge, until leaders can get a handle on it. Else, they will have to continue spending a huge part of their budget on agencies who have spent time building that pipeline. Using agencies when necessary is a viable, but less-efficient and less-productive option, but companies can do the same thing internally at a lower cost, if they put a bit of planning and effort into it.
Such planned hiring practices can really change the way a small company recruits.