Crushing the Competition: How Small/Mid-Size Research Firms Can Outsmart the Big Boys in Recruitment

Leaving open roles is a costly mistake. We get it. You don't have the deep pockets or internal army of recruiters like those big companies. So, how on earth do you compete for top talent?

Fear not, we've got five savvy strategies for you:

Master the Art of Job Descriptions

Big corporate firms tend to write the worst job descriptions. They're old and stodgy and they have to go through multiple decision makers before they get posted. As a smaller firm, use this to your advantage. Ditch the stale job postings and craft irresistible descriptions. Highlight your company's amazing culture, values, and what sets you apart. Don't forget to include the salary range because guess what? Candidates want to know! Make it a no-brainer for them to apply by giving them all the details. Forget chasing mythical recruiting creatures like the "purple squirrel" and be realistic in your expectations. Focus on relevant job titles and ideal candidate qualities instead of years of experience requirements. Keep the requirements concise, so candidates don't drown in a sea of bullet points.

Slash the Interview Process

Speed is the name of the game. Great candidates won't hang around forever. As a small firm, you have the agility to move like lightning. Schedule interviews within days and aim to give verbal decisions before formal offers. Don't leave candidates pondering over the weekend, seize the moment! Give them a resounding "YES!" so they can spend their weekends bursting with excitement, not second-guessing.

Feedback: Fast and Furious

Time is of the essence. Provide feedback within 24 hours of initial interviews. Your small size means you can outpace the lumbering giants. Leverage this advantage. If 24 hours isn't doable, communicate a clear timeline and stick to it. If, for some reason, you can't meet the deadline, communicate that too. How you handle the interview process reflects your company's character. Miss feedback deadlines, and the crème de la crème will lose interest. Top performers want to work for top-notch companies. Failure to set and meet expectations will send them running.

Sweeten the Deal: Referral Bonuses

Money talks, my friend. Your exceptional employees likely know other exceptional people in need of work. Entice them with juicy referral bonuses. A few bucks won't cut it. Make it substantial, like a $5k feast for their efforts. Remember, leaving a role vacant costs a fortune. This investment is peanuts in comparison.

Call in the Reinforcements: Outsource Placement

Sometimes, you need backup. Consider partnering with a specialized market research recruiter. Look for someone who knows the industry inside out. A reliable recruiter will even offer a replacement guarantee if things don't work out in the first few months. Yes, there's an upfront cost, but it pales in comparison to the disaster of a bad hire, a prolonged vacancy, or building out a recruiting team. If you're only making a handful of hires each year, a 3rd party recruiter can provide a ton of value.

Picture this: a candidate I had first contact with 5 months ago just updated his status saying he landed a job at a company I had been courting as a client for just as long. They declined to work with me because they "don't use recruiters." But had they worked with me, I would have introduced them ages ago and saved them a truckload of cash (true story).

In conclusion, with these strategies in your arsenal, you can go toe-to-toe with the big firms, even with your small firm resources. So, suit up and show them who's boss!