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.
As an employer there may come a time when you are in need of hiring staff in a hurry! Whether it’s due to company growth, restructure or an unexpected resignation, it can be stressful and overwhelming. Here are some handy tips from The Recruitment Alternative to assist you when hiring staff:
Getting clear on your business needs as well as what you are seeking in a new employee is key. Take some time to think about and answer the following questions:
- What does the business truly need?
- How does this position fit in to the smaller team and wider organisation?
- How will this role support the business moving forward?
- What are the key skills and experience required for the position?
- What is our company culture and what type of person will fit into this culture?
Once you are clear and your needs are clearly defined, formalise this in writing via a detailed Position Description.
- Have your calendar ready with days and times scheduled in for candidate interviews.
- Know your recruitment process. How many interviews will prospective candidates have? Will they be required to do any additional testing? Plan ahead and ensure you have your interview questions and interview guides prepared. Having a clearly defined recruitment process will alleviate some pressure and you can also confidently communicate this to the candidates.
- If you are interested in making an employment offer, don’t delay! In this candidate short market, candidates have no shortage of jobs to choose from and are quickly being snapped up!
Whether you are short on time, it’s your first time recruiting or you just find the process overwhelming, seek support and assistance from and experienced Recruitment Agency like The Recruitment Alternative. We will take the stress away from you so that you can focus on business at hand.
At The Recruitment Alternative, we recruit across a wide range of industry sectors. Wherever you are in Australia or New Zealand, we have you covered. Our experienced consultants recruit for roles in the areas of Customer Service, Digital Marketing, I.T, Retail and much more. Call us on 1300 548 546 to find out how we can assist you with your recruitment needs!
Employee engagement and retention should be a priority for all employers. With an ever changing job market, staff retention has never been more important. Don’t lose your best talent to competitors. Here are some tips from The Recruitment Alternative on how to retain your staff.
Consistency & Clarity
You need to make sure your employees know exactly what you expect from them. With a clear job description and training at the start of employment, will create a positive foundation for retention. Of course, every role needs to allow for flexibility to a degree. However if your staff don’t have clear direction and line of communication chances are mistakes will be made.
A great retention strategy is to acknowledge staff achievements. When employees feel valued by their employer it fosters motivation and a positive work place environment. Be sure to only implement a fair strategy that includes all staff members. When staff feel happy they are less likely to look for somewhere else to be. Which means retention will be easier!
Open & Honest Environment
Feedback is very important to both employees and employers. Creating an open and honest workplace environment can allow new ideas or suggestions to be presented. When the time comes that they may need some feedback chances are they will be more receptive.
Progression within a company is highly sought after by candidates. Discussing professional goals can help you understand where they would like to grow. If there is an opportunity to allow for professional development why not do it? By the completion of a course, webinar, attending a conference, training etc. It will not only benefit your employee but the company as well. They will strengthen their skill set and become a stronger member of your team.
With a positive workplace environment and happy staff, you will not only increase productivity but improve staff retention. For effective hiring to support the above methods, The Recruitment Alternative can help you.
We recruit across Australia for roles at all levels. Accounting, Digital Marketing, Administration, Engineering and IT – just to name a few! As a generalist recruitment agency, we offer affordable recruitment solutions at a low-cost price point that makes sense. If you would like to find out more about our services contact us today on 1300 548 546.
Recruitment Tips for SMEs – Recognising your employees
Recruitment tips: Here are some recruitment tips on Staff Recognition. Having great employees is the best resource any organisation can have. Organisations must pay closer attention to how they recognise and value their staff and talents. How? Recruitment and retention of top employees who remain invested in their talents and qualities on the job is essential. Workplace recognition should not be pushed aside, but a way of being.
How can I recognise people when I have no budget?
Many SME’s struggle to find ways to recognize people on limited budgets. Always dipping into their own pocket can start to add up. Understanding when to acknowledge a job well done can be rewarding and free. How? Give of a minute or two of your time through private words of praise or a thank-you note. This is often considered more valuable than a nominal gift of recognition.
How can I fairly recognise individual employees?
Managers sometimes worry about being perceived as playing favorites. So remember, if your intention is solid, you’re on the right track. You can’t control how people perceive a gesture, but you can control the motivation behind it. If you aim to “catch people in greatness,” you’ll end up recognizing a range of people because you’ll notice the variety of greatness all around you.
Create a culture that celebrates the small stuff?
Managers can have a roster of “star watchers” amongst your employees. The aim should be to create the culture where recognition is everyone’s job, not just the managers. Managers: If it’s not left to you, then recognition becomes more sustainable and self-reinforcing. It becomes less about who and how you recognize people and more about how you enable people to recognise their own talents and that of their peers.
Enable and trust your team to do the job?
Managers should trust your team with the task to be able to catch those moments of greatness in others. Generally, your team will work closely together more than you are watching over them. Can you imagine a culture where it became your job to acknowledge the recognition happening among team members? The question of “Am I appreciated?” would begin to disappear. This happens when people felt they were being recognized by their peers and that you valued this.
So small steps like this will bring you closer if you aren’t already, to becoming an employer of choice. Retention is far more affordable than recruitment.
The experience consultants at The Recruitment Alternative take pride in making great matches between organisations and job seekers.
Be encouraged and subscribe to our blog for future updates on: “Should I recognise bad employees?” , “New employment law updates”, and other relevant SME information.
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.
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.
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.
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!