Sometimes small-business owners feel at a disadvantage when recruiting new employees because they don’t have the budget to offer big benefit packages and large salaries to attract candidates. Therefore, they wind up with a small pool of candidates.
Whether or not your small business is at a hiring disadvantage all depends on how you use what your firm has to offer.
The Best Candidate Doesn’t Always Have the Most Experience
It is important to remember when recruiting employees it isn’t all about hiring the one with the perfect education and work experience. It is equally important to find job seekers who fit with your company’s culture and value system.
In the April 28, 2011, Fortune article, “Is it better to hire for culture fit over experience?” writer Ethan Rouen suggests that because workplace culture varies within organizations the skills employees learn at one company may conflict with those of another. How many times have you told a new employee, “That’s not how we do that here?”
Don’t waste time breaking bad habits. Instead, find candidates that demonstrate the qualities that will make them successful in your firm.
Market Your Firm’s Attributes
Before you spend hours recruiting, first determine what it is your organization has to offer job seekers. Talk to your staff to get their input. Sell these as benefits on your website and in your recruiting literature.
Continually Network to Attract Candidates
If you’re like most small businesses, your recruiting budget is tight. Finding inexpensive, yet worthwhile sources of candidates requires networking.
Post jobs on your website; network with local groups such as the Chamber of Commerce, non-profit organizations, and professional associations; contact federal and state resources for assistance; and utilize social networking – Facebook, LinkedIn and Twitter – to its fullest.
Your company may not be in a hiring mode right now, but you should always be recruiting.
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