Jeanine Hamilton is the founder and president of Hire Partnership, a full-service staffing agency. Hamilton is known for a broad consultative approach to human capital management needs and utilizing her many years of experience and industry connections to help small businesses meet their staffing needs. Hire Partnership specializes in filling accounting and finance roles in a temporary, temp-to-hire and direct hire capacity. The company also helps its clients meet the need for diversity in the workplace and places bi-lingual candidates.
(Photo courtesy of Jeanine Hamilton)
What are trends that you see in the human resources field?
One of the biggest trends we are seeing is in recruiting. In just about every market and every skill set, recruiting has gotten harder. We also see the HR role expand, especially at small businesses. HR managers and directors are responsible for many functions and are more involved in more aspects of the business; they are being viewed as more of a business partner. During the last recession, many businesses cut their HR departments back, and while they’ve cautiously and carefully built those functions back up again, many now outsource certain HR functions, such as payroll and bringing in experts to review company benefits and policies. Small businesses that are experiencing growth can benefit from this approach to ensure that they comply with legal requirements. When it comes to recruiting and hiring, we are also seeing an emphasis on the candidate experience, hiring for culture fit and attention on employee engagement.
What can small businesses do to make sure they are successful in recruiting the right candidates?
Make sure you know exactly what you are looking for in a candidate. This starts with writing a good job description and includes interviewing for both skill and culture fit. In a small organization, a bad hire can have a big impact on the business. Also, in small businesses, the new hire may fill multiple roles. While it is important to interview various candidates, employers also have to be ready to move quickly, as candidates are not staying on the market long. An option that we offer our clients is the ‘temp-to-perm’ model in which they hire a candidate for a temporary role and can provide the person a permanent position if he or she is a good fit. One other recommendation for small businesses is to consider working with staffing and hiring experts. Sometimes small businesses that don’t hire frequently can be out of step when it comes to knowing what skills and compensation are common for the current market. Expert resources can help with this.
This article was written by Robin D. Everson for Small Business Pulse