2014-04-07 00:00:00HiringEnglishhttps://quickbooks.intuit.com/ca/resources/ca_qrc/uploads/2017/03/Music-store-employee-leaning-on-stacks-of-records-discussing-recruitment-plan.jpghttps://quickbooks.intuit.com/ca/resources/hiring/developing-your-recruitment-plan/Developing Your Recruitment Plan

Developing Your Recruitment Plan

1 min read

In this video we talked with Margo Crawford, President & CEO of the Business Sherpa Group, a group of corporate HR professionals who offer virtual human resource services to small companies across a variety of sectors. With more than 25 years experience in the field, Crawford knows what it takes to ease the hiring and human resource pain points for small businesses.

To start, she notes a recruitment strategy shouldn’t be an afterthought. It needs to be factored into your business strategy from the start. “Companies that react from a need because it’s painful are behind the game,” she says. Keep in mind that it can easily take up to two to three months to get a new employee hired and in a seat in your office.

She shares some great advice on tactics for drafting compelling job descriptions, where to post your jobs, and how to conduct an effective interview. And when it comes to making the final decision, Crawford has tips on how to evaluate if you’re making the right choice. For more information on the Business Sherpa Group, visit http://www.businesssherpagroup.com/.

This video was produced by Startup Canada as part of a joint campaign with Intuit Canada to support small business owners and entrepreneurs across Canada in accessing the knowledge and tools they need for better hiring practices and to support the success and growth of their companies. Stay tuned to PIVOT for more conversations with key players and experts in hiring and small business human resources. Also, check out Intuit’s new Google+ page for links to essential hiring and payroll resources and tools.

Information may be abridged and therefore incomplete. This document/information does not constitute, and should not be considered a substitute for, legal or financial advice. Each financial situation is different, the advice provided is intended to be general. Please contact your financial or legal advisors for information specific to your situation.

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