~ by Amber Brunning ~.
Small businesses are often limited on resources, and they need to do the best with what they can get if they want to succeed. This doesn’t mean small businesses need to settle for less – it just means they have to be a little craftier and slightly more resourceful than their competitors. Small business have just as much power in terms of attracting top talent. It’s all a matter of how those small businesses approach the process.
Write a Strong Job Description
The right job description makes all the difference in the world. You may have to spend a lot of time creating the perfect description, but the good thing about writing it is that you’ll only need to do it once. If you ever need to fill the same position again or a similar position in the future, you’ll be able to count on your strong job description. Be honest and be detailed. Highlight even the most mundane parts of the jobs and the kinds of skills required to complete tasks. This is what will ultimately help you attract candidates worthy of the challenge.
Show Them What You Have to Offer
It never hurts to check out your competitors’ posts on Gumtree to see what kind of promises they’re making. You may not be able to afford a massive salary or some of the other lofty things that many employers have up for grabs, but that doesn’t mean you don’t have a bargaining position. Can you offer your employees flexible scheduling or the ability to work from home? Is your workplace more laid back? Focus on the things that make you unique.
Sell Yourself
Many businesses make the mistake of expecting candidates to sell themselves to the business. When you want top talent and your business is at a slightly lower tier, you’re going to have to sell yourself to your potential employees. You may not have all of the benefits and resources of a large business, but you need to be able to answer the question, “Why should you work for us?”
It’s a mistake to believe that top talent always goes for the money. There are some things, such as strong company culture and work that genuinely make a difference and mean more to top candidates than their paychecks.
Go Direct
When you spot someone who you believe would be a perfect fit for your small business, it never hurts to directly offer them that position. This also cuts the duration of a hiring cycle down drastically, as you won’t have to weed out as many potential candidates when you know the ones you’re contacting already look promising. When you see someone great on LinkedIn, spend some time getting to know them professionally before you go for the gold. Make sure you send a thoughtful message that shows you’ve researched the candidate thoroughly, and avoid tired clichés.
Increase Your Web Presence
Start a blog! Regularly updated blogs that provide valuable content to their readers often jump to the top of Google’s rankings, making them easier to find. Some of the people who enjoy your blog have the potential to be the greatest candidates ever. They already know how your business views different aspects of the industry, and they’re already well versed in who you are. That familiarity can go a long way in helping you find a candidate who is a perfect cultural fit.
Keep in mind that retaining top talent is just as important as locating that talent in the first place. Once you add a total rock star to your team, make sure you’re keeping conversation flowing smoothly and providing these employees with the support they need to help you become successful.
Meet the Author: Amber Brunning
Amber Brunning is part of the team at Uphours.com. She enjoys writing about small business and successful women. When not working, you can find her online chatting with her friends or reading industry blogs.
