Four Recruiting Strategies Small Businesses Can Use to Compete With The Big Boys

Small businesses don’t have the budget or large HR teams their larger competitors do. Small business owners may not have formal recruitment strategies and they can’t offer large signing bonuses or new-world benefit packages. And yet they have to draw talent from the same applicant pool as larger companies. So how do small businesses win over the attention of the best applicants on the market?

Let’s examine four recruitment strategies small businesses can use to recruit and retain top-class talent.

Attract Talent To Your Small Business

A lot of small businesses simply put up a career page on their website and hope for the best. If your business has a growing reputation in the industry, this tactic may be enough to draw a few top-class candidates. But there are a few other ideas you can use for free to attract attention.

Email about it: Ask all your employees to put a “We’re hiring” link in their email signatures that directs to your “Careers” page. Simple but effective.

Write about it: Spruce up your company’s “About Us” page. Interested candidates will do their research about you, which means they’ll be perusing your website for clues about your company’s culture. Your “About Us’ page is a great spot to highlight what makes your company unique and what future employees can expect a “day-in-the-life” to look like. This article offers some great examples and inspiration.

Be yourself on social media: Social media is a ubiquitous tool for nearly all companies in 2019 and you should be using it. Use whatever platforms highlight your business and your voice. This doesn’t mean you have to strive to be funny, or reactionary to trends, but you should use it as a tool to highlight company values and speak about what is important to you and your business.

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Write an Informative Job Description

An accurate and informative job description is harder to write than you think. If it’s too ambiguous, you’ll pull in too many unqualified candidates. If it’s too dependent on specific skills and qualifications, you may miss talented individuals who assume they don’t qualify.

Know what you need: I once interviewed for a position at a large, corporate environment and when it came my turn to ask questions, I asked, “Of all the skills listed for this position, which do you feel is most critical?” The interviewer responded with something that was not listed anywhere on the job posting. Don’t be this person.

Clearly outline the role you’re looking to fill and describe the job responsibilities as best you can. Speak to how the role will benefit the organization as a whole, as well as the department it’s directly serving.

Highlight what they’ll be gaining: It’s unlikely you’ll be able to provide expansive benefits packages or fancy perks like your larger competitors, so clearly highlight the unique benefits you do provide. Maybe it’s the ability to work across departments, flexible hours, quick advancement, or your unique culture. Make sure they know what sets you apart.

Write it in your voice: Job descriptions are monotonous. Chances are a candidate will read and apply to more than just your posting over the course of looking for a new position. Like your “About Us” page, use the job description as an opportunity to showcase your voice, style, and company culture to grab their attention.

Utilize the Right Platforms

It’s tempting to blast a job opening out to any and every job board available. But this can lead to hundreds of job applications, which can take hours to sift through and the possibility of skimming over a truly qualified candidate.

Start slow: Instead of setting yourself up with hours of extra work, be deliberate about your recruitment strategy. Choose a few platforms instead of throwing the application out to the entire internet. Whether that’s LinkedIn, ZipRecruiter, or Indeed, send the application to where you think the best candidates will find it.

Use your network: In addition to posting the job to specific websites, use your professional network, or the networks of those you work with, to seek candidates out directly. It may not be as successful, but you’ll likely get better results.

Attend conferences and training events: Attend events applicable to your industry like professional conferences and trainings. Make the most of these events by making sure your team is on the same page about talent acquisition and that they know how to pitch your business.

Find the Right HR Management Software for Your Business


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