5 Effective Ways Small Businesses Can Compete with Large Companies to Recruit…
It’s certainly a tough time to recruit high-quality talent, especially for small and medium-sized businesses. Competition is high, budgets are tight and your brand isn’t as well known as big players whose name alone attracts top talent. In this list there won't be any suggestions of bonuses and increased salaries, and there also won't be any ball pools, slides or other gimmicks coming your way.
This is all about showing yourself off, very much “when you’ve got it, flaunt it”. Shouting about yourself and the reasons why working for you is in their best interests. Sure a larger company can offer higher wages but do they offer the things you do? Here are just a few ideas of ways you can attract the top talent you are looking for.
ONE:
Do people know who you are? Reach out to create some intrigue
Think of recruitment like marketing your business because that’s what you need to do. You didn’t set up your business and be all ‘Field of Dreams’ thinking if you build it they will come. You actively sought out business, so why not do that with talent?
I am imagining if you are reading this article then your business probably isn’t Netflix or Tesla yet, so reaching out to people will at least put your name in their heads. It will also make them think about who are these people and why are they contacting me. I'm straight on Google or looking at their LinkedIn profile if I don’t know someone.
TWO:
Why not showcase why you do what you do?
Why you do what you do is as unique as you are, and your purpose and values steer the way you do business. A glorious golden thread weaving its way through your business tying everything together. Your purpose (your why) informs ‘how we do things around here’ and it will be reflected in the policies you make and the processes you have.
So what is your purpose and how do you do things around here? Are there any specific policies which show how much you value something like wellbeing or family?
Let people know what it is that makes your business so different and this will attract like-minded people who value the same things you do.
THREE:
Do candidates know the difference they can make to your business?
You are an owner of a small or medium-sized business, but that of course isn’t all you are. You could be in a fashion show the number of hats you will have to wear throughout the day. You have your hand in Marketing, HR, Customer Service, Production and Finance to name but a few.
I would hazard a guess that when you are hiring, your staff won't just wear one hat either. This is a key difference between you and the larger companies. You can offer a much wider variety of experiences, development opportunities and job satisfaction and the person will be of the utmost criticality to the success of your business.
Trying to hear the opinion of one in a business of 10,000 is a lot more difficult than one in a business of 10. Advertise the fact that your staff have an important say in strategy development and business growth.
FOUR:
Don’t just portray your thoughts, what do your current staff think?
I'm a big fan of reviews, not just star ratings or scores out of 10 but actual reviews. I won't eat or visit somewhere without looking at them. I’ve also not applied for jobs with companies due to the reviews I have read. I am not the only job seeker, according to Glassdoor “86 per cent - look at a company's reviews and rating before deciding where to apply for a job”. https://www.glassdoor.com/employers/blog/40-stats-for-companies-to-keep-in-mind-for-2021/
You could use your website and social media to give testimonials and ask your current staff to leave reviews on jobs boards. Encourage them to add some detail about what they like most and be honest about what they find challenging. Again you will attract people who relate to that and will apply to work for you knowing what it is actually like in your business.
Additionally; you should respond to reviews, whether good or bad, to share your perspective as an employer. How you respond will show who you are as an employer and what prospective new staff can expect from you.
FIVE:
Your business isn’t going anywhere, so you should emphasize job stability
The perception is that big businesses are less at risk of going bust and therefore having a job at one of these would offer more job security.
You run your business well and are growing year on year, you know your business isn’t going anywhere but up, but do the top talent out there know it? I'm not saying release your financials, but how long have you been in business, what is your plan for the future?
Have you acquired new clients or are you in the midst of expansion? Are you moving into a new office or making some other investment in the business for the future?
You should instil confidence that you are running your business successfully and that the path for the future of your business is already laid out.
I implore you to look inwardly at how your business was built and the fibres that hold it together. You may not have the budget to compete with the larger businesses but you’ve got far more to offer someone than just money. The key for you is to get the word out that you are here, you are special and you aren’t going anywhere.
If you’d like a conversation about attracting and keeping talent speak to Dean from Petaurum HR.
