If great ideas are the seeds for a small business, then talented staff is the necessary soil for it to grow and prosper. Small businesses form the backbone of the US work infrastructure, but getting talented employees to join a small firm, rather than a large one, is never an easy task for hiring managers. Often times, small business recruiters think they cannot compete with large businesses for talented employees. Small businesses may not have the raw financial resources, but they are flexible with job roles, pay packages, and other benefits. It is the small business manager's job to create hiring packages that highlight these benefits. Here's how you can do it. Related: The 10 Golden Rules for Hiring All-Star Employees
Small Business or Just You?
Nearly 80% of small businesses have no other employee outside of the owner, as CNN reports, while many have only around 10 in total. Adding a new person to a staff this size is a significant decision. A small business is doing more than just putting an additional body in the shop - the new staffer is going to become a family member. A small business needs to be upfront about its work offer. Online ads, Craigslist postings and more should give the candidate a good, honest appraisal of the work and the company. The opportunity to grow within a company can be a huge incentive to the candidate.
New Tech Tools
Searching LinkedIn, Twitter, Facebook and other online sites will help a small business recruiter find talented employees. If you need employees for online work, like web designers or SEO experts, then it's time to boost your online recruitment efforts. Applicant tracking software, resume parsing software and content management systems for candidate management are popular tools, but the same decision-making process usually prevails. One recruiter, in a NY Times article, remarked that while the new tools help, decisions often come down to personal chemistry, professionalism on a phone call, and a good feeling for fit.
Related: Get quotes on time and attendance software to reduce costs and increase employee productivity.
Offset the Costs of Talent
Small businesses often can't compete with larger firms on salaries. But they have opportunities with smaller perks like greater recognition, travel, and paid training. Some employees would rather have a greater stake in the small business than just be a part of a large corporation. Good recruiters pinpoint the types of candidates who are more apt to thrive in these environments.
Teach and Mentor
One of the best ways to recruit brilliant young talent is to encourage them to be brilliant. Many tech startups do this well. The candidates may not be the most professional types, but they know how to execute and get things done. And that's important to small business owners. By establishing the management staff as experts in the field, the small business is giving the employee a tangible take-away without needing to incur any cost.
Government Hire Programs
For certain types of candidates, small business can get other help. If your firm hires military veterans, the IRS allows a tax credit (Work Opportunity Tax Credit) of 6.2% to small businesses that hire qualified veterans. Small businesses that hire veterans get employees who are, in part, already well-trained. Employees with disabilities also have substantial hiring benefits for small businesses and the Job Accommodation Network gives several reasons why. Like a veteran, a disabled person coming through an organization will have already received training.
Be the Company That You Want to Work For
Be an exceptional company. Susan Casson, Associate Director of Career Services at Syracuse University, did a survey of new graduates entering the workforce. They want responsibility and respect, a workplace that is fun and exciting and don't want to get stuck in a job rut. These answers from new graduates are also the hallmark of a small business.
If a small business wants to recruit fun and dynamic staffers, then the owner needs to create a fun and dynamic business. Build it and they will come.
Bio: Paul Reyes-Fournier has served as the chief financial officer for social service organizations, churches and schools. He created his own marketing firm, RF Media. Paul holds a B.S. in physics and an M.B.A. (Image Source: freedigitalphotos.net)