What big companies do

Always be hiring

Big companies are always hiring. Armed with robust candidate pipelines, their processes are bolstered by formal evaluations and cross-functional perspectives. When it comes time to make an offer, they boast impressive perks and benefits. But rigid policies and lengthy interview cycles can bog down the process, drawing out the time it takes to get new hires through the door. 

How to apply a small business spin

Always be nimble

What you may lack in size, you can make up for in flexibility and speed. Build out a few key processes like screening criteria, then modify your strategy as needed to move quickly and decisively. Job hunting can be time-consuming, so candidates will appreciate your efficiency.

Take action

Prioritize the must-haves
Focus on essential skills and traits, not criteria like alma mater or experience. This will help you spot talent your competitors overlooked – while improving diversity.

Listen to candidate needs
Corporate policies try to be everything to everyone. Stand out by offering unique perks that your audience truly wants, like a pet-friendly workplace or telecommuting options.

Always have recruiting in mind
Keep hiring top of mind by understanding your company's strengths. Always be on the lookout for strong talent and be ready to bring them on board if you’ve found a good fit.

What big companies do

Lean on name recognition

For big businesses, name brand and benefits packages often do much of the heavy lifting. Beyond that, they frequently lean on templates for job postings that are rife with boilerplate language, which might fall short on authenticity, creativity, and honest-to-goodness fun.

How to apply a small business spin

Appeal to the go-getters

While big companies can offer clear career trajectories and perceived job security, not every candidate wants to be a small fish in a big pond. Your job descriptions can communicate the true appeal of working at a small business – the ability to make a lasting impact, regardless of past experience.

Take action

Emphasize a flat organizational structure
For candidates who are eager to make an impact, access to leadership and a lack of rigid silos are compelling reasons to come on board. 

Offer growth opportunities
Earn candidates’ respect by showing you encourage development. Since everyone at a growing business wears multiple hats, highlight the opportunity to take ownership. 

Be authentic
Since you probably don’t have to worry about boilerplate language, take this opportunity to share your company’s unique voice and personality.

What big companies do

Take it to candidates

Big companies can invest in large-scale recruiting initiatives, offering a polished experience on their career pages – and putting opportunities directly in front of candidates. But with multiple roles open at once, they may not be as focused on socializing a few key opportunities.

How to apply a small business spin

Make it personal

Leverage all available channels – including personal connections. Not all candidates use the platforms that big companies recruit on, so you have a real opportunity to get to them first. Focus on making a memorable first impression, conveying a professional tone while reflecting your company’s spirit.

Take action

Post on LinkedIn
Always let your network know you’re hiring. Share hiring updates on both your company page and your personal profile. 

Get everyone involved
Turn your employees into talent ambassadors by encouraging them to spread the word. Why not put a note in your company’s email signatures?

Connect with businesses and groups
Getting in touch with universities, your local chamber of commerce, and businesses can help you increase the reach of your message.