Four Tips for Small Business Recruiting

Article written by EricBank

Ask any hiring manager and they'll tell you how hard it is to find top talent. On the surface, this might seem a little puzzling, since currently 5.6 percent of the U.S. work force is unemployed and actively looking for a job. Experts recognize the paradox -- even though there are plenty of job hunters, companies struggle to find and keep the talent they require.

The Challenge

The problem is magnified for small business recruiters, who are competing with mammoth companies like Apple that provide goodies like free meals, on-site medical care, sports facilities, sponsored junkets and free high-tech goodies. Perhaps that's why three out of five managers and owners of small businesses complain that their biggest challenge is finding the right workers.

Nonetheless, some experts have arrived at a startling piece of advice for small businesses contending with recruiting issues: Choose not to compete!

Face reality. Anyone who is looking for the benefits and safety of a mega company is probably never going to be satisfied working at a small business. A better tactic is to appeal to folks with an entrepreneurial spirit and enjoy working at a small venture.

Outsmart the Competition

Here are four steps a business owner can take to outfox competing recruiters:

1. Let recruiting be driven by members of your team

Your loyal employees have a vested interest in growing your company. Ask them for referrals, because if they are top performers, they probably know other talented people who would fit well into your organization. Look at it this way -- they love their workplace and do not want to recruit employees who will pollute the environment.

2. Emphasize the point that your business has a huge potential to grow

Your company offers a lot, even if it is small. Think of the important advantages you provide: you aren't regimented, inflexible or stagnant. That means you offer the perfect opportunity for talented employees to advance as your business grows. Many top performers face the nightmare of devoting several years to a company without accomplishing anything of note. Your selling point is that talented employees will have a major impact on the company.

3. Offer recruits the opportunity for professional growth

Really good performers aren't satisfied with baubles like cut-rate phones and a basketball court. What they really want is to increase their expertise and make valuable contributions. Collect and relate stories of how individuals within your organization have had the opportunity to boost their knowledge and skills. Entice free-thinkers by explaining that you don't straitjacket your workers, you enable them.

4. Never stop recruiting

The competition for top talent never ends, and small businesses should never settle for second-best. Rather, it's important for entrepreneurs to persistently hunt for high-value performers who completely buy into your company's goals and ethos. Ask all your team members to join the recruiting effort and emphasize you commitment to long-term relationships. Even if a prospective employee is not a perfect match at present, you may find a few years down the road that the candidate has exactly the skills you need.