It’s always a challenge for small businesses to compete against large brands for top talent. A lot of small businesses don’t have the time or internal resources to reach out to talented professionals. Oftentimes they will have one HR person, if that, who is completely strapped for time so the recruiting process becomes an afterthought. And if they do manage to get in touch with the right people, they try to offer them a compensation structure that shows the company is trying to pinch as much as possible and top talent will see right through that. This type of recruiting is very reactive and won’t produce top talent.
Instead, small businesses should focus on playing up their unique strengths. Forming relationships with candidates, promoting their company culture and perks, and offering the opportunity to make a direct impact on a company are all things small companies can offer, but large companies don’t have the ability to do. Keep reading to learn how to implement these strategies and hire the best candidate for your position.
Form Relationships With Candidates
Small businesses need to be more hands on than the big guys. They have to be proactive on Linkedin and create connections for future potential hires. Form relationships with the candidates during the recruiting process by giving them updates about what is going on throughout the process and check in with them even if you don’t have any new information. Also, have them interview with the executives at the company. In a small business, they will most likely be working very closely with them anyways, but it also shows the candidate that they’re valued enough for the CEO or VP to take the time to speak with them. Also, use creative approaches to reach out to top talent like networking events, referral programs, social media, job boards, postings, direct solicitation, etc.
Promote Company Culture and Perks
Another way small businesses can attract top talent is to promote their company culture and perks. Even though you won’t be able to offer a fully stocked employee cafeteria or rooms for napping, you can still talk about your own perks. For example, maybe your company is great about work-life balance and let employees work from home twice a week. Or maybe you do monthly team events where you go to happy hour or volunteer together. Company perks don’t have to be big and flashy as long a
s they are attractive to the type of employees you’re trying to recruit.
Offer the Opportunity to Make a Direct Impact
A major selling point for joining a small company over a big corporation is that top talent will have a huge impact on a company’s bottom line. Top talent is drawn to companies that are innovative and where they can make a real difference. Make sure to use this selling point to your advantage. Talk about how candidates will have the opportunity to grow and learn more skills with your company as opposed to working for a large company and being boxed in. The nimble nature of a small business is very attractive for a certain group of top talent. And don’t forget that while small businesses can get away with not having the highest salary, your offer still needs to be competitive if you want the candidate to accept. The opportunity to make a direct impact at a company will not be enough if the offer is way below industry average.
In a small business, every single hire is so critical that each new employee added has the potential to affect the bottom line. Make sure you hire the most talented person for your company by promoting the unique benefits of working at a small business.
