Since unemployment hits its lows, apparently, you might feel it is hard to hunt talent that has not already been grabbed in by another firm. Especially, when you are running a small business, the game gets even tougher in terms of competition, the challenge of having to offer great benefits and getting to hire the candidates with the right skills and relevant experience.
So, what do people wonder is how the small businesses set themselves stand out in such a competitive market and succeed to attract distinctive talent? Here are some tips on how small businesses hire great employees.
- Keep culture top of mind
Prioritizing retention is basically assessing every potential candidate through the lens of your company’s culture. The employee who aligns the most with your company’s culture and values will be more loyal and going to stick around for a longer period. A study by QuickBooks Payroll found that the very first hire of a company is likely to be the most loyal. Three out first four hires are still working with their companies today; which can be ascribed to the satisfaction level that comes along with being there from the initial time of the company’s success journey. Make every employee of your company feel as special as your senior-most ones by ensuring that they are a good culture fit.
- Post job listings wherever you have a strong online presence
In order to get the applicants in, you need to leverage your current social media accounts and the platforms where you have the most active and engaging audience. Depicting your culture and celebrating your success stories with the public can draw potential attention to why your company is stand-up cooperation and certainly a desirable workplace.
- Leverage the best small-business recruitment techniques
Once you’re done with everything you could do to attract the potential applicants within your resources; employ your favorite recruitment tool to entice your desired applicants. According to the same QuickBooks Payroll survey, employers collectively agreed that their favorite tool was LinkedIn. If you don’t already maintain a LinkedIn account for your business or if your business profile needs to be updated, do it by setting it up with your company’s logo, values, photo, values, and mission. And don’t you ever hesitate to get personal. Candidates are likely to get attracted by the company that’s run by interesting people.
When creating a “We’re hiring!” post, just don’t overlook adding the apt description of your company. Don’t feel hesitant describing the company’s culture and benefits of working with you. Reach out the potential candidates via LinkedIn “InMail” service to kick-off conversations with experienced professionals who’re looking for new opportunities.
- Refine your application and interview processes
The application process is a representation of your internal processes. Depending on the kind of employees you are looking for, Bear in mind the way they apply for the positions says a lot about what it could be like to work for you.
If you want tech-savvy candidates, keep your application user-friendly; so a good applicant doesn’t get turned off by a paper application or an online application system that is stuck in the past. The more open-ended your application questions will be, the better it will be for to learn about someone’s communication style.
As with any business relationship, remember to be quick and courteous in your correspondence. Don’t think you have found your dream candidate? That is ok. Gently let them know (as soon as possible) that you can’t hire them at this time. Stringing someone along can leave a bad taste & could reflect badly on your company in the future. If you invite somebody for an interview; let them know what to expect, and be on time; especially since they will likely be nervous to meet you.
It may not be the easiest time to hire, but small businesses can be proactive in building the team they want from the ground up.