How Small Businesses Find BIG Talent

Large businesses often offer candidates the big brand name, several bonuses and benefits aligning with a large pay package. So, how can small businesses compete with the top guns and recruit the best possible talent? Fortunately, it is quite easy because there are many candidates looking to work in smaller companies. For example, smaller businesses often have less employees therefore the hierarchy is easier to climb and is less competitive. This offers employees more of a chance for career progression. Smaller businesses also offer opportunities in broader job profiles which allows them to build their learning and capabilities where often the larger companies are very job specific. Here are some more ways small businesses can compete with larger ones:

1. Offer competitive compensation

This can vary by industry and how many other roles to the same regard are available. By conducting market research and surveys, a ballpark figure will emerge. From here, creating benefits and perks to add to that or increasing the figure- you will attract the right candidates.

2. Provide a flexible workplace

Most large organizations have the expectation that employees will work normal business hours in their head office. They are unable to support further specific requirements as there are too many employees within their organization. By providing candidates the option to work in different environment, such as from home, or with flexible hours they are more likely to apply for your role. Allowing this point of difference makes your organisation attractive and appealing to a larger pool of candidates. 

3. Don’t use generic job descriptions

Try to change the responsibilities of the ideal candidate by adding extra duties and using less “wordy”, descriptive tasks. Generally, this is provided in bullet points, which is more likely to be read by candidates. Also, try using language that is consistent with your company culture as this will also ensure the right people are found in the talent pool. 

4. Use diversity to your advantage

Most candidates look for diversity before agreeing to signing a contract and commencing a role. For example, women will look for and be wary of gender equality in their workplace. Large organisations can fall into the trap of being too busy to be mindful of this. Therefore smaller companies can use this to their advantage by ensuring a diverse workplace of people from different parts of the world and different genders to attract top talent.

Be sure to check out The Recruitment Alternative’s affordable solutions for new roles you are hiring. Also, take a look at our testimonials for feedback from happy clients in small or large organisations who have used these tips to their advantage.

Social Media for Small Business

As a small business owner, having a social media presence can be a great way to reach existing customers and clients, as well as connect with potential ones. When this is done correctly and effectively, it can add a boost to your business.

However, you also need to be conscious of how you manage your social media platforms as it can be a distraction as well as deter potential clients if not utilized effectively.

Here are some tips from The Recruitment Alternative on ways you can foster a positive social media experience for your business.

What are your goals?

You don’t need have social media presence across all platforms just because they are available to you. Think about your business goals then identify which platform will best assist you in achieving those goals. Make a list of 3 to 5 goals, then look at which platform/s you will use to leverage these goals.

Choose your platform

Do some research and find out where your clients and customers spend most of their time online. Invest your time in this platform, start networking, sharing other people’s content and start growing your connections.

Use visuals

When posting content on your social media pages, adding photos, videos or graphics as opposed to pure content, will help boost engagement with your audience. If you have a service based business, you could consider posting a photo that aligns with your content and is quick to grab the attention of the reader.

Seek assistance

Managing your social media pages as well as your business can be overwhelming and you don’t need to do it all yourself. See if there is someone in your business who can take over management of this function, or if your budget allows, enlist in external support.

The Recruitment Alternative has presence across three social media platforms. You can find us at the links below:

LinkedIn: www.linkedin.com/company/the-recruitment-alternative

Facebook: www.facebook.com/therecruitmentalternative.com.au

Twitter: twitter.com/RecruitmentAlt

How to Hold on to Good Staff

Holding onto staff, employer tips

How to hold onto good staff

(so you’re not recruiting all the time)

We all know that one of the keys to success in business is having good staff. It’s no exaggeration to say that the difference between success and failure in many businesses is staff. Good staff not only make your life easier but they help you take your business to the next level.

Knowing how to keep good staff is an essential business skill without which you will forever struggle. So, it’s important to think about how to hold on to your good people. What follows are three critically important things that you need to know about when it comes to keeping your good staff.

Money

Of course, money is important. It’s important to pay your good people within market parameters, if not more if you can afford it. If you don’t there’s a good chance you will lose them to the competition. With the proliferation of online job networking sites such as LinkedIn and Facebook, you can bet people are looking at your staff with a view to taking them from you. Underpaying your good staff is definitely a false economy.

But money is only part of the equation. As a recruitment agency operating across all job categories we know this better than most. In fact, every recruitment agency in the county will tell you that thousands of businesses fail to hold on to good staff despite paying them large salaries.

Non-Monetary Staff Motivators

The truth is that people are motivated by more than money. If you’re serious about keeping your good staff and not constantly spending your valuable time on recruitment campaigns you should be aware of the following broad guidelines on what motivates staff.

  1. Have good workplace systems in place

    There is a famous saying in Human Resources. It goes like this: If you get a good staff member and put them in a bad system the system always wins.

    Very few things frustrate staff more than not being able to get things done properly because of procedural or systems blocks (bad work systems). These blocks could stem from but are not limited to poor software systems, poor managers, too much bureaucracy and redundant rules.

    When your staff cannot complete their work properly their stress levels rise and their job satisfaction levels decline. It’s important to note that your staff enjoy success. They like doing a good job. When your staff is experiencing the same frustrations then not only do you have an inefficient work place but chances are you have a bad workplace culture wherein people are disgruntled and probably fighting amongst themselves.

  2. Good People Managers

    Successful workplaces are often characterised by good managers. Good managers need to be skillful in their area of work but they also need to be good with people. Having managers with technical skills but bad people skills is not good enough.

    People skills are critically important for not upsetting staff and keeping them happy. This reminds me of another well-known Human Resources saying: People don’t leave jobs, they leave managers.

    If you want your good staff to stay you need to ensure that your managers have high level people skills. If they don’t, there are plenty of training providers who can help!

Best of luck!