Just because you run a small company doesn’t mean you can’t attract the big talent you need to keep business booming. In fact, in recent years, small company culture has become a huge selling point for many entry-level employees. All you have to do is learn how to use it to your advantage.
Know Your Candidates
Wanting big talent doesn’t mean you need to try to poach it from large corporations. This method will rarely work since many entry-level employees who work at large corporations want to be there. Instead, focus on the candidates who prefer small company culture. These people are often the types who want to work for a company that has the same political, environmental or social values as they do. Focus on showing how your values shine through in your work. Do your clients usually have the same values? Play them up, too. People will be more excited to provide services and products to people who are on the same page as they are. Never try to hide the size of your company during recruitment. Google will quickly rat you out anyway, so focus on using your company’s size to your advantage from the very first contact.
Use Personality in Your Job Postings
Small company culture is usually much more laidback than that of large corporations. Allow this to shine through in your job postings. When writing a job ad, use a casual tone. You can be clear about what you’re looking for without being stuffy. For example, instead of saying ïqualified applicant will possess,ï which sounds overly stuffy and even a little bit scary, focus on ïyouï statements. ïAre you a go-getter who enjoys working with like-minded people? Do you want your designs to be seen without going through a ton of red tape?ï Add some wit in your job postings to attract even more potential employees. Personality is important!
One of the first things a potential employee will want to learn about is what is expected of him or her in terms of hours worked and how stiff the schedule is. If you can be flexible, do so, and include the information in the job description. Tablets, laptops, smartphones and a gigantic arsenal of free and paid online tools make it easy for nearly any employee to work from home at least occasionally, so consider allowing telecommunication at least once or twice per week. This type of flexibility allows your employees to feel as if they are still in control of their lives, but also gives you peace of mind in knowing that work will still be done on schedule.
Consider Pay and Benefits
Providing the right compensation package is one of the hardest parts of small company culture. On one hand, most small businesses can’t afford to pay as much or offer as many perks as large corporations can. On the other hand, people who truly prefer to work for a small company won’t be deterred by lower pay or fewer perks. More and more, employees are more interested in finding a job that keeps them happy than one that makes them ïrich.ï The best thing you can do is to offer as much as you can for the position in terms of pay, insurance policies, retirement options and paid time off. Don’t overextend your budget in an attempt to compete with larger businesses. Does this mean some talent might pass you over for a larger company? Yes, but that’s ok, because it leaves room for someone else who will fit better within your company.
Avoid Stuffy Interviews
The interview process is as important as the job postings when it comes to small company culture. If you can, meet candidates and conduct interviews in a non-traditional setting. Consider coffee shops or other local points of interest that are casual, but quiet enough for you to speak about the job. If you prefer to conduct interviews in the office, use it as an opportunity to show candidates the work environment and let them meet current employees. This is one of the easiest ways to prove your company culture is exactly what you say it is. Once you hire someone who fits well with your idea of small company culture, be sure you deliver on your promises. The Internet can be your best friend or your biggest enemy. If employees feel they were hoodwinked, they could leave reviews on career websites stating just that. If you’re ready to learn more about company culture and running a small business, look through the range of articles and tools on Mighty Recruiter.