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Finding the perfect job candidate can take a lot of work for a small business or start-up. In today’s competitive marketplace, small businesses are finding it more difficult to attract top talent than larger, more established companies. In a survey of small business owners by NFIB Research Foundation, 44% of respondents said yes few or no qualified candidates for open vacancies.
Small businesses can struggle to find top talent for a variety of reasons, such as increased competition, social media inactivity, or not connecting with recruits on a personal level. To attract top employees, your company must have a clear and unique identity and be able to demonstrate differentiators and core values.
Here’s how savvy small business owners can get strategic in attracting qualified employees.
Related: How Small Business Leaders Can Recruit Like the World’s Best Companies
1. Focus on flexibility
People care a lot about flexibility at work. The ADP Research Institute conducted a survey that found 67% of employees feel more in your power working in flexible arrangements since the start of the pandemic. Successful companies, including American Express, the largest credit card company in the US, do followed this advice by offering flexible hours, work arrangements and contracts.
Consider being flexible with policies and practices that affect work-life balance. This approach shows that you care about the overall well-being of your employees and helps attract talent who may not have predictable schedules or work arrangements.
2. Foster a community
Creating a sense of belonging is crucial for small businesses looking to attract competitive talent. An ideal workplace is built on shared purpose, mutual trust and concern for the community around it. It’s not just about the money for employees; it is about find fulfillment in their work and enriching their lives.
One way to differentiate yourself in building your community is to look to the local, larger community. Small businesses are known for it strengthening communities across the country, connecting people through shared experiences and helping regional economies thrive. By creating a sense of community within your company that is connected to that outside, you benefit from local talent while ensuring a fulfilling work environment that retains employees.
Related: 4 ways to level the playing field of small business recruiting
3. Make a good first impression
Small business teams may find it difficult to carve out the time required to write detailed job descriptions due to the pressure of other tasks. However, the first step in attracting skilled workers that exactly fit your needs is writing an accurate job description. A job posting, including description, is often the first impression a new job seeker has of your company. So make it a good one.
An effective job description not only lists the required skills and expectations for the position, but also gives the reader an insight into your company culture. Do you think the balance between work and private life is important? Is your compensation competitive and does it include the desired benefits? Do you understand the nuances of employee life? A good job description will convey those answers when drafted with the seeker in mind.
4. Cherish the corporate culture
A company’s culture creates expectations for how employees interact and work together. Whether you build your culture through concrete practices or relaxed camaraderie, a strong business ethic can serve as a way to break down barriers between siled teams and guide decision makers.
Warby Parker is one great example of building a solid company culture that retains employees. The entire team is involved in onboarding and training a new hire, fostering stronger relationships, and increasing a new hire’s sense of belonging and support.
For a small business, even small things like flexible hours, casual dress codes, or pet-friendly offices can affect staff morale and loyalty. Creating the right company culture will help spread the word about your company and why top talent would want to work for you.
Related: How Small Business Owners Can Build a Strong Company Culture
5. Offer real benefits
While there is no federal law requiring small businesses (ie businesses with 50 or fewer employees) to provide health insurance or paid time off, employee benefit plans can vary from state to state. In addition, creating a more comprehensive benefits package is a great way to attract the best employees. Employee Benefits improve the productivity, health, well-being and job satisfaction of your employees.
That is what almost half of the employees surveyed by SHRM say health insurance was either the main deciding factor or a positive influence in choosing their current job. In addition, 29% of employees said their overall benefits package was a important factor in the decision to look for work elsewhere. Benefits matter to your employees, so they should matter to you.
6. Consider hiring remote workers and freelancers
A small company can adopt progressive strategies faster and more responsively than most established companies. Keep an open mind when looking for a “specific” kind of employee: independent contractors and telecommuters are on the rise more often these days.
Many skilled and talented people are available as freelancers or contract workers. Even among traditional workers, it’s important to consider allowing people to work from home as more people expect this option from employers. Remote work can be one of the main benefits of working at a small business.
Related: 3 Powerful Techniques to Effectively Manage Your Remote Team
7. Consider what makes a small business unique
A big advantage for small businesses is the ability to play with creativity maneuverability. Large companies may be hesitant to make big changes, but small companies can take bigger risks while affecting fewer people. This can make employees and job seekers more enthusiastic about working for your company. According to Gallupwhen an employee views their company as agile, they are more likely to believe the organization is a good fit for customers, ahead of competitors, financially secure, and prosperous.
The ability to be agile stimulates new ideas and helps companies quickly adapt to new innovative solutions. A company’s ability to quickly and effectively adapt to its changing needs is key to success, especially when new employees are added to the mix.
It is more important than ever to find the right people with the right skills for the job. So you need a solid small business recruiting strategy when looking for new talent. A group of skilled and enthusiastic employees join a company that values and cherishes their talents. In return, they bring new skills and energy to your business and help you compete in today’s marketplace.
