Employees are the bedrock of any business, whether it’s a tech startup or a mom and pop shop. Everything they do at work has some degree of effect on your business. This is why “big” employees, or those who are highly experienced and skilled in their respective industries, are in huge demand. Unfortunately, this also means there is cutthroat competition for signing them on board. These specialists know they are in demand hence require more incentives before lending their services to your business. So, how can a small business owner attract these big employees? Here’s five ways on how you can achieve that.
Review the Benefits of a Small Business
While small businesses have less financial resources and demographic influence than their larger counterparts, a small business has several qualities that make it more attractive to fresh college graduates and even seasoned professionals who are tired of the corporate lifestyle. Most small businesses have the cultural depth and sense of belonging that employees look for in a company. They don’t just want you to see them as numbers and names in your payroll, but actual people who can contribute and collaborate as a team.
Small businesses have fewer positions to fill than large corporations. But, the so-called “red tape” that surrounds the hiring process of large companies tend to delay any responses to candidate applications. This is where a small business can win the vote of a talented candidate. By responding mere hours or only a day after a candidate has submitted their application, you increase your chances of getting the person into your business or office sooner. On the same note, don’t forget to practice quality measures that filter bad candidates from great ones.
A good employee-employer partnership cannot be established in a manner of one phone interview or even several in-person interviews. You’ve got to give them a chance to experience what it’s like working at your business and, at the same time, you need to know if they are actually as good as they say they are in their resumes. A week or two-week internship in your small business gives you both the opportunity to find out whether or not you are the perfect fit for each other.
Ace Your Job Posting
Talented employees are meticulous people, or at least most of them are. They want to know what they’re getting themselves into before making any concrete decisions. If your job posting is unclear and missing pertinent information, there’s a good chance big employees will walk away from your posting. Even if you include a generous salary offer, most smart professionals don’t get easily swayed by these details and may even label your job ad as a scam. For these very reasons, make sure you construct a clear job description in your posting. Add photos and links to your website if possible.
Have the Right HR Approach
For big businesses and corporations, the HR department usually forms the first impression of a company for potential employees—or at least it’s the first formal encounter with the company. Small businesses, however, rarely have the luxury of an entire HR department. Most small businesses will count themselves lucky if they have someone to manage the payroll, insurance forms, and compliance paperwork. An overworked HR employee may paint a bad impression from the candidate’s viewpoint if they cannot clearly explain the job details. New employees need to have all available information to make a more informed decision. Furthermore, since there is a time gap between the interview and the actual job offer, big employees might not want to wait for your call and consider other job offers on the table.
Having the right HR software can help your HR department (or, more likely, HR employee) keep things organized and make sure talented candidates don’t fly under the radar. But software or no software, HR employee or no HR employee, small businesses need to make sure they stay on top of detailed job listings and promptly send job offers to likely candidates after an interview. Many talented individuals consider small businesses for their personal approach to business, so don’t let that slip through disorganization.
Finding the right people isn’t just about their educational background, work experience, or certifications/licenses. Smart professionals who have the potential to contribute a great deal to your business’ growth will also manifest their abilities by how they present themselves and how they interact with you.
This article was contributed by Marlena Stoddard, a freelance writer who received her BA from the University of Georgia. She currently resides in Atlanta with her family. She can be found on Twitter @StoddardMarlena.