It’s not a secret that competition for exceptional talent is fierce, especially for small businesses. It’s a common thought that small businesses can’t offer candidates the same benefits as larger companies can like hire salaries, better benefits, time off, growth and development, and more. We are here to make the case for small businesses - why they’re great places to work and why hiring the right people isn’t as hard as some people say.
What is it like to hire as a small business?
It’s worth looking at small businesses recruiting pain points to better understand how to hire the quality talent you want. It helps to see perceived limitations, and see how they can actually be great opportunities for the right people. But what are the limitations or blind spots?
Small businesses may struggle to hire, but they are growing. And that’s a good sign.
How to attract talent to a small business?
Just because you are a small business, doesn’t mean you are a start-up. In today’s world, start-ups are synonymous with a dynamic, youthful culture, cool offices. Not all small businesses are like that. And that’s ok. There people out there who want what you have to offer. The real question is how do you attract the right talent to your small business?
The key to remember is that you aren’t trying to hire everyone; you are only trying to hire the right people. Find out who those people are and what matters to them, and then find ways to use that to your advantage. If your business makes environmentally sustainable clothing, then your ideal candidates probably care a lot about the environment. You can promote that your company office is in an environmentally friendly office space and has regular company outings where employees can volunteer for causes they care about. Play up your strengths!
If you have a few good employees already, use them as a source for candidates. They understand what it’s like to work at your company and why they are happy there; they can take care of a lot of the selling for you. If this method works for you, consider offering rewards to employees that successfully refer star employees.
Don’t get distracted with “the warm body syndrome” aka just hiring someone to fill a position even if he or she isn’t a good fit. It’s a short-term solution that doesn’t produce a return on your investment. You don’t want someone who just takes up space, you want some engaged.
With limited resources or cash flow, it can be difficult to invest in recruiting and talent management. But a bad hire will cost you, and if you don’t learn what to do with the good people you hire, they leave.
Of course, the more obvious ways to attract talent also help, like offering higher salaries, emphasizing opportunities for advancement, and advertising generous benefits.