As everyone knows, quantity and quality are two completely different concepts. While some small business owners try to alleviate their staffing problems by adopting the general “strength in numbers” approach (which can work in some industries that don’t require specialization), others have such such specialized needs they need to recruit top talent with highly sophisticated resumes.
But finding and attracting top talent isn’t as easy as snapping your fingers. To compound the problem, many small business owners don’t know the best ways to go about the recruitment process, and typically lack internal HR departments.
Finding the right people to join your organization, sadly, isn’t as easy as posting on Craig’s List or the want-ads. To help alleviate the irritating pain point of head hunting for small business owners, let’s take a look at the best tips to refine your searching strategy.
Test and Fine Tune New Job Description Copy
Part of the reason you are repelling instead of attracting top talent could be that your job description simply needs to be revised or updated. Note that it shouldn’t be a cut and dry description of expectations, pay, duties, and qualifications. Try to write an intro that draws in prospective employees and makes them excited about a possible future with your business. Furthermore, consider the possibility that your job description contains mistakes
Did you miss a comma? On further review, did you find a word that was misspelled? It may seem silly from the perspective of an employer since it’s typically interviewees who worry about polishing their resume or CV, but if your job description copy has minute errors, top talent may perceive your organization to be subpar. If you don’t have an editor (and don’t want to look for one), I would highly recommend using Grammarly to clean up your copy.
Compare Your Job Posting and Offer to Competitors’ Offers
It could simply be that you can’t attract top talent in your industry because your competitors are poaching your prospects by providing more attractive and more lucrative job offers. Top talent is inherently in high demand, and from the prospective employee’s perspective with regards to their skills, it’s a seller’s market. Note that a salary or hourly rate is only a small part of the equation (though still crucial).
Consider other factors in competing offers like health insurance, dental, bonuses, and educational and training opportunities and incentives. In addition to monitoring competitors’ job offers, visiting sites like Glassdoor will help you approximately gauge what the going rate is for any given position in your industry. If you find that your offer is considerably less than the average or competing offers, it’s a good indicator you’re driving away interest from top talent.
Build, Nurture, and Grow the Right Talent
If you think none of the preceding issues are causing a lack of talent, you do always have the option of hiring from within as a long-term strategy. Though not an immediate solution, offering training and educational opportunities can help to organically grow talent. Furthermore, internal training also helps motivate employees to expand their skills and seek advancement in the company. It also let’s employees know that you care about their futures.
Incentivize Employee Referrals
They say the most powerful form of advertising is word of mouth. Instead of relying solely on an online job posting, leverage your employee’s existing social networks by incentivizing employee referrals. Chances are, if you’ve already built a small to medium-sized team, that there’s already someone in your organization who shares a connection with a prospect who would be perfect for the position you’re trying to fill.
It could be that your current employee studied with the candidate in undergrad or graduate courses. Perhaps the prospect is a friend or fellow member of a community or group like a church congregation. However, your employees, unless specifically tasked with HR sourcing, don’t have any incentive to post on their social media or dig up qualified candidates. Ask yourself what you can give employees who refer a candidate that is successfully hired.
Use a Headhunting Service
When a small business doesn’t have an in-house team, the solution is to use an external service. These days more and more traditional businesses units are being offered as a service. For example, there are cloud companies now that offer payroll processing as a service. Likewise, there are headhunting firms that act as a third-party HR department. If you can’t find top talent, a headhunting firm will help you source qualified applicants.
Mine Gems with LinkedIn
In addition to having current employees reach out on social media, you should use the LinkedIn platform to your advantage too. According to LinkedIn, it has over 610 million users worldwide in more than 200 countries. Clearly it has a massive well of qualified candidates, and you might be able to find the exact skills and qualifications you are looking for. Posting a job on LinkedIn is also a great way to drum potential candidates and view their resumes as well.
Content Marketing for Recruitment
Do you already have a website, a blog, a strong social media presence, and an active following? If so, you can leverage your blog and following to find candidates for a position. Create unique recruiting content that casts yourself as the ideal company to work for (but only if it’s true!) and then distribute that content on social media platforms.
Just as you can incentivize employee referrals, you can also incentivize referrals from your audience with special deals, savings opportunities, and more. For instance, you could offer a 5-10% savings coupon for anyone who likes, comments, and shares your post to make your job offer spread through social media like wildfire.
Running a business and finding top talent to fill challenging positions is extremely difficult, not to mention everything else it takes to get your message out, build an audience, and gather a following. To alleviate the burden of marketing so you can focus on building a core team and finding the right candidates, reach out today for the help of an experienced and qualified digital marketing firm.