Many people love the thought that they work for a well-known business, but Small Business face stiff competition from these giant names when they are competing for the best talent.
Not only did I turn away the opportunity to work for an A-list business and stayed home to establish my own business. Instead of joining Google, I founded JustReachOut after two years of expanding the business Polar from a mere 0 to over 40 million page views before Google purchased the company.
The action was on. I was aware that the most important factor to a successful business was to hire the best individuals. People with talent have higher productivity and expand a business by 100 times more quickly than average employees.
My company was just starting out with a limited client base and a low income. How could I find competent people who were enthusiastic about their work and eager to assist my growth of a small-sized company?
In the beginning, I followed the conventional method. I enlisted a lot of agencies for recruitment however, none of them provided what I required. Why? Because the most talented employees were already employed by someone elsewhere. How could I locate them and make myself attractive to them?
If you’re like me just a few years ago I’ve got my top five tips for finding the top talent for your small-scale company.
- Find those whose work you admire. For people who are talented, all you need to do is look around the internet.
- If you’re in the market for designers, look through the portfolios of designers on sites like Dribbble.
- If you’re in need of an author for your content, conduct an internet search to find blogs in your field. If you discover someone who’s nailed the job, your second step will be to locate your email contact. Try an unpaid alternative to an email finder program to get in touch and discover whether they’re looking for a job or if they’re willing to collaborate on a freelance basis.
- To locate an app developer Find apps that you like and discover who created them.
- To discover the best marketing talent, create an inventory of the companies which you think excel in marketing campaigns. Do a bit of digging to find out the people who worked for those companies or in the agencies for marketing or advertising who created the campaigns.
- It is also possible to tap into the personal relationships you have. Perhaps, do you know an ex-coworker whose work you liked? Contact them and ask whether they’re interested in working with you.
- Find people you like. The internet is an excellent source of talent. Take a look at your social media accounts’ followers or email subscribers as well as your database of customers. Do any of them with relevant abilities jump out at you?
You could also post an “we’re hiring” notice on your social media sites and channels, as well as in your emails.
- Ask the most influential people within your field for recommendations. You’re unlikely to recruit the director of SEO at Shopify to join your tiny business, but you can request a recommendation. People who are at the highest level have connections and can provide several great recommendations.
It’s not easy, however. They’re working. What can you do to get them to assist you? Start by finding ways to interact with them prior to when they begin to recognise your brand. Make comments on their work, projects, or interviews through their respective social channels.
- Employ a specialist in recruitment. The fact that I didn’t experience any luck with agencies for recruitment does not mean that you shouldn’t employ them. It all depends on the person you work with. I suggest using agencies that are experts in a specific area. For instance, if seeking to increase the size of your tech staff, you should use an agency that is specialized in job placements for tech professionals.
In the event that you’re an industry that is niche it may be beneficial to work with a recruiter who knows the business. For example, if you’re an entrepreneur in healthcare, try to hire someone with background in healthcare recruitment instead of a generalist HR specialist. The median wage that junior health recruiters earn is around $46,000 per year. This is a great investment in the sense that you’ll spend less on recruitment expenses because you’re able to identify the right candidates quicker.
- Create a glamorous job advertisement. We’ve all laughed through boring ads for jobs which probably won’t motivate you to submit your application. The ads for jobs that look boring make people think that your business is dull. Highly skilled people don’t want be employed by boring businesses. They prefer working for attractive companies.
If you’re looking to build a team full of fresh new ideas Your job advertisement should reflect the same. Do not just inform them of the requirements for the job and then paint a impression of the experience of working for your business.
Finding Great Talent Is Tough–But Not Impossible
Recruitment for small businesses can be difficult. It is important to convince individuals to join the start-up company rather than the big name. The ability to find top talent is achievable by expanding the scope of your search and point out the benefits of working in small businesses that are numerous.