Small businesses often find it difficult to attract talented employees. While larger companies can offer many attractive benefits, this can seem like an impossible task for small businesses. But small businesses can still attract talent, if they know what bait to use. Here are some insights and tips from experts on recruiting for small businesses.
Why do small businesses have difficulty attracting and retaining talented employees?
There are several reasons for this. The first reason that candidates reflect is the question of job stability. This is always the biggest concern in their minds. However, this is not necessarily true in all cases. In fact, working at many large companies is not necessarily stable, if one does not know clearly about the financial situation of that company.
However, the B2B crisis has given rise to the perception that small companies are less stable, and perhaps have less opportunity for career advancement. There are also sometimes some simple disadvantages, such as small companies’ offices being less impressive, or their locations being far from the city center.
How can small business owners emphasize benefits?
Small companies should assure candidates that they will do everything they can to keep their employees employed within their budget. Another factor is to provide maximum benefits, if possible. Many small companies fail to realize that some of the simple but powerful benefits are material. They say, “We can’t afford dental or medical care,” but if you compare the cost of insurance to the money you lose when a good employee leaves, you probably won’t hesitate to do it.
Another factor is that you can encourage candidates to look at the job dialectically. Sure, a large company may offer health care policies for employees that your company does not, but you can create real dreams, attract candidates by learning and autonomy in the job. They will receive more job responsibilities and will be able to directly impact the growth and development of the company. A smaller company can still attract a lot of talent, once it knows how to care for them on a personal level. Candidates will stick with your company, if they truly appreciate this factor. What is more important to an employee is that they can try out new ideas, take initiative in implementing business plans, and work independently.
Specifically, what can a small company offer to attract potential employees?
The first is that candidates can be hired more quickly. Small companies often do not have a hiring committee and a multi-layered management hierarchy to approve the hiring process. Therefore, candidates can be quickly secured a job and feel appreciated.
Similarly, because small companies have leaner management structures, CEOs work closely with employees at all levels of their jobs. This should be emphasized during the interview process: The company’s top leadership should meet with candidates face-to-face and take an active role throughout the hiring process. And while CEOs at large companies are unlikely to follow up with new employees after the interview, leaders at small companies can ensure open and frequent communication within the company with the most qualified candidates, creating the most positive impressions.
Such access to top management can also be a motivator for employees who want to quickly get noticed and advance in their careers. Of course, it all depends on the candidate’s ability and ambition. In a small company, if employees just sit there and watch the clock and leave at 5:00, they will still get attention, but it will be attention that denies them the opportunity to advance.
What can small companies do to make their work environment more attractive?
There are many ways a small business can create a fun work environment, including a relaxed work environment, flexible hours, remote communication, social activities, vacations, increased personal time, and any number of other friendly and supportive policies that larger companies may struggle to offer. If your small business can function with some employees working from home, or at least part-time, you should try it. Some small businesses have experimented with remote work programs that allow employees to work from home once or twice a week. Many companies shy away from this, but it can be the difference between retaining or losing a talented employee. You may not pay as much as a larger company, but employees will stay with you because flexibility is important to them.
Another factor is a fun office atmosphere that encourages social interaction so that employees can get to know each other. Recent studies show that people don’t like to leave a place where they have many friends. Some small companies even give employees health club cards right next to the office. People will hang out there, chat, and have lunch or after work. The cost of this is nothing compared to the cost of losing and replacing a good employee.
What about the physical environment at work?
Small business owners need to realize that the environment matters to everyone. The office doesn’t have to be marble, but a little bit of decor will make employees feel more comfortable at work, and they’ll take pride in where they work.
Employers should not underestimate the importance of office decoration and ensuring the elegance of the landscape. This will create a strong impression when recruiting candidates. Use soft wall colors, clean carpets, arrange things neatly and ensure the office is always cozy.
The most basic issue is still wages. So how can a small company become competitive?
Small businesses need to know what their top performers are worth and be prepared to pay them to ensure they attract the best talent. Some small businesses will say they can’t afford to pay more, but if you’re a startup and want to continue to grow, you can’t do that with average employees. You want the best candidates – and they’re not stupid. They know they’re valuable employees, so you need to offer them benefits that match their talent. They may work for a small business with low benefits, but they won’t stick around if you want to pay them that much.
Small companies have certain advantages today, because salaries are not a top concern in cost-cutting plans. Small companies can set competitive salaries after studying the salaries of other companies.
You can either go out and look for jobs yourself or have someone pose as a candidate and find out what other companies are paying, and find out what salary candidates are looking for. Pay attention to the types of benefits that many candidates are asking for and what they say about their current salary. The job market is constantly changing, so you need to stay informed to stay on top of those changes. If the candidates you want to attract are asking for X salary, which is higher than what you are offering, don’t be too quick to reject them. Negotiate with them step by step. Truly capable employees will not appear in the recruitment market many times, so don’t miss any candidate who applies to your company.
