Why your small business has a competitive hiring advantage
Not sure if your small business can attract the same quality workers that larger companies do? The new normal of work actually opens the door for many small businesses to tap into pools of passionate, talented candidates. Strengthen your small business hiring process by highlighting the following benefits that make your team more appealing.
Candidates are especially eager to contribute.
While being part of a large company can be exciting, it’s harder to look at a business outcome and say, “Yes, I did that.” That’s why small companies tend to attract more hands-on, do-it-yourself people who are willing to take on multiple challenges to create measurable, positive change.
Your small business can appeal to this type of self-motivated, multiskilled candidate by emphasizing what the individual can accomplish. At every stage of the small business hiring process, remind candidates how they can personally make a difference every day. Make it clear that they’ll be valued team members who will drive meaningful change.
To resonate with these candidates, go beyond your products and services, and talk about your company’s sponsored runs, food drives, and other charitable events that candidates can take pride in. Also, let them know if you offer paid time off for volunteering.
PRO TIP
Add a minimum of two screening questions to your job post and save time by filtering out candidates who don’t meet basic requirements.
Compensation isn't a deal breaker.
If you’re recruiting for a smaller team on a budget, your compensation package may not be able to compete with large companies. But you can still move the hiring conversation forward by focusing on what you can deliver outside of pay.
Small business candidates are often willing to exchange larger corporate salaries for unique perks or a healthier work-life balance. Flexible work hours can attract talented, seasoned professionals who may want to spend more time with their families or friends, or pursue projects or activities outside of work.
Also, if you can’t offer a flashy compensation package, tell candidates about other value-adds like commuter benefits, or learning stipends that can advance their individual skill sets. List these perks in your job post and emphasize them every time you reach out to the candidate.
DID YOU KNOW?
Small business candidates care about compensation 7% less than candidates who apply at large corporations. Can’t offer full-time compensation or benefits? Find out if hiring contractors can help you meet your goals.
Career advancement tends to be faster.
Even though larger companies offer more security, their employees take longer to advance and gain more responsibilities. At a small business, advancement is faster and careers can gain upward momentum within a shorter period of time. Promotion to a leadership role is also attainable, so small business employees can aspire to make an even bigger impact on the company.
During the hiring process, remind candidates that they can build a strong career on your team with the support of management. Highlight any professional development opportunities, such as upskilling tutorials and leadership training.
PRO TIP
Send a friendly InMail message to your strongest candidates for a 300% greater response rate than regular email. You can also add the #Hiring frame to your LinkedIn profile photo to invite your network to learn about your open roles.
Company culture is more exciting to promote.
While big companies can often feel stiff or hierarchical, small businesses have room to experiment and create one-of-a-kind environments. Team-building activities are smaller and offer more opportunities to build meaningful connections.
To attract candidates looking for this kind of exciting, more close-knit environment, post photos or videos of team events on social media, as well as humanizing content that showcases what a day in the life of your company feels like.
Use free or low-cost social tools to promote your content and build a larger following that might deliver great candidates. Many social platforms offer free trials for targeting content at specific audiences.
PRO TIP
Post exciting culture content on your LinkedIn Page. Followers of your LinkedIn Page are 81% more likely to reply to InMail outreach. Check out our step-by-step guide to small business hiring for more ways to make your open roles stand out and to attract quality candidates.
You can make quicker hiring decisions.
Large companies often put candidates in limbo while they make a decision. A smaller team means fewer stakeholders, so the interview process takes less time, keeping candidates engaged. Interviews are easier to schedule, and collecting feedback is faster. Often, the recruiter is the hiring manager, simplifying your small business hiring process even more.
A faster hire can also lead to earlier onboarding, which can help you hit the ground running on certain projects and accomplish goals more quickly than the competition.
DID YOU KNOW?
Almost nine out of 10 small business owners report being directly involved in the process of sourcing, screening, and interviewing candidates.
You offer what large companies can’t.
Don’t let the size of your company dissuade you from finding the most qualified candidates. There are many talented and passionate workers out there looking for a tight-knit and engaged team like yours, where they can accomplish something beyond compensation and job security.
Ready to move your small business forward? Find qualified candidates on the LinkedIn network.