Sometimes a challenge is an opportunity in disguise. Last year, the national unemployment rate hit an all-time high, and in the aftermath of that nationwide economic shock, employees at all levels are now switching jobs. That means if you can offer job stability, you may be able to draw in top industry talent. Do it right, and you can punch above your weight and set your small business up for success.
Some small businesses say that finding the right staff at all levels, especially the senior level, is a challenge. Staff shortages can limit a company’s growth or force an executive to work more hours to compensate. Some have responded by raising salaries or improving benefits.
Small businesses have less capacity in terms of wages and benefits to play with the big boys, so they’re more creative when attracting and retaining talent. They may consider stock options for all employees, unlimited vacations, tuition-support programs, pet-friendly environments, and health and wellness programs. Some even deliver lunches for remote workers.
Go with your strengths
Below are some ideas you should keep in mind when overhauling your hiring process.
- Raise your profile as an employer by expanding on how different you are and what your strengths are, whether those are in the form of compensation, benefits, opportunities for advancement or a flexible workspace. Build a strong employer brand, which can be a key factor in whether someone decides to join your team or accept a competitor’s offer instead. Job candidates research a company online and will move on to another job offer if they can’t find information on a firm.
- Rethink how you attract young people. Maintain high ratings in Glassdoor reviews. Be vocal about your support of gender equality in the workplace.
- Note that flexibility is perhaps the biggest advantage for smaller businesses. With a more informal working structure, you can attract people who have different needs. You can tailor work experience, allowing workers to work from home and experience the freedom to develop their careers the way they want to.
- Create an engaging careers section on your website. Tell potential hires about your company history, team culture, what benefits you offer, what type of person you’re looking for and why they should want to join your team.
- Make sure your page is clearly labeled and easy to find and includes all the information a potential employee might need. Consider including photos of your office, a group photo of your team and a video with a virtual tour of the office as well as interviews with existing employees and highlights of working for your firm.
- Promote intangible and lifestyle benefits. Offer extra perks to make your company stand out from the crowd: company outings, in-office events, free coffee and snacks, a relaxed dress code, and focusing on work-life balance and a family-friendly workplace.
- These options cost nothing and can tip the balance if a potential hire is considering multiple offers.
- Post clear, comprehensive job descriptions. Accurately describe the job, listing the position’s responsibilities and tasks, skills and experience required, desired work schedule and location, an overview of the company, and a description of the ideal candidate.
- Don’t forget salary range, information on reporting structure, benefits information and more details about company culture and personality.
- Make the content of the description easily findable and posted directly on a website page rather than as a downloadable PDF.
- Offer a smooth, fast, mobile-friendly online application process. Because most job applications take place online, it makes sense to offer an excellent candidate experience on your website. Don’t make it too difficult or confusing to complete. Don’t let the application process take too long. Promoting an opening on mobile devices can increase the number of applicants.
Small-business owners and managers are continuing to create jobs, raise wages and grow their businesses. Finding qualified workers means communicating with candidates. Let them know where they are in the recruitment process, what the next steps are and when they will hear back from you.