How to attract the best talent for your small business

Coworkers discussing in meeting room

We all recognise the value of having amazing employees on our team. Your firm will be significantly more likely to succeed if you have a competent and motivated workforce on board. Finding and hiring the proper people for your company is equally as important as managing finances and increasing sales. So, here are five strategies that can assist you in attracting and hiring the greatest employees available.

Examine your company’s strategy.

It’s a good idea to make sure you’re not truly losing your finest individuals before you start thinking about recruiting new prospects. It may sound self-evident, but this is common in many businesses: people forget that while one firm is recruiting individuals, another is losing them.

You must ensure that your organisation does not engage in the latter. Ask yourself, “Are my employees genuinely happy? Am I adequately promoting, training, and rewarding them? Is the culture of my organisation healthy or is it toxic?”

Establish a business culture

If you do this right, the next stage is to keep your staff on board by communicating what you’re doing. Make your organisation a “employer of choice” by identifying and developing your company’s brand.

This occurs through word of mouth and the recruiting sector. If you get your internal culture and business model correct, you’ll be astonished at how quickly word spreads that your firm is a great place to work. Also, don’t assume you have to work in the glitzy media sector to be successful.

Define the work function precisely.

If you don’t have any inside prospects to promote or consider for the job, you’ll have to look ‘outside.’ The first step is to consider your job description thoroughly. Be explicit, precise, and laser-focused on what you want, as well as what you’ll deliver.

Make sure to emphasise the prospects for training and advancement, as well as ‘sell’ the position and your company’s culture. A bad brief leads to a lousy work, as every decent advertising firm knows, and the same is true in recruitment. If your job posting or job description is missing anything, is wrong, or just plain awful, it will fail to attract high-quality candidates.

Make a list of probable prospects.

To reach the proper individuals, you must first determine where they are online: which websites they frequent and which media they consume. Some software programmes might assist you in locating your target audience by searching their favourite websites. There are several professional organisations that can assist you in this endeavour. Remember that an excellent ad in the wrong spot will be unsuccessful.

Improving the interviewing procedure

Assuming you’ve written and placed a great advertisement and job description in the proper place – one that attracts the right candidates who are driven by what you say – who would you appoint to conduct the interview? It’s astonishing how many firms put in the time and effort to recruit individuals, only to have their efforts squandered by ill-prepared interviewers. Unfortunately, it happens, and more often than you’d think: an interview pops up out of nowhere, and the manager scrambles to find someone who isn’t too busy to conduct it.

Good applicants aren’t dummies, and they’ll recognise a lousy or sloppy interview when they see one. Being preoccupied is hardly an excuse, and being ill-prepared is much worse. Put your strongest candidates in front of the ones you want. Everything they do and say, as well as the way they act, is marketing your company. You must woo your candidates, because if they are confident, ambitious, and qualified they will likely have other opportunities.

Get these factors right, and you’ll be a lot better at employing great individuals.

Getting outside assistance

This might sound like a lot to manage… and that’s because it is. Hiring great employees isn’t an easy process. You’ve likely already been down this road before and ended up hiring someone that lacked the wherewithal and motivation to drive positive growth in your organisation.

If you are strapped for time but still want to attract those high-quality candidates, consider enlisting employment recruiters to help you in your search. A recruitment agency will be able to guide you through each stage of the process with ease. It helps if you choose an agency with experience hiring within your industry. That way they should already have established relationships with a wide variety of talented professionals in your sector.

Not only will they craft the ad and seek out talent on your behalf, but they will even screen and interview the candidates to make sure that they only bring you the best of the bunch. Bringing forward unqualified candidates to a client will damage an agency’s reputation and cost them their fee so you can be sure that you’ll only ever meet with candidates that fit your search requirements.

Will you be outsourcing your hiring process the next time you have a vacancy to fill?

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