Before you can even think about your company’s growth trajectory, you need to have a solid staff to help you achieve your goals.”Hiring the absolute best people you can is a surefire way to ensure fast growth,” said Christian Lanng, CEO and co-founder of business software provider Tradeshift. “It’s all about having the right team.”With hardworking employees dedicated to your company’s success, your business will be better equipped for continued growth. In addition, delegating tasks to focus on important work will free up your time and energy, allowing you to perform at your best and cultivate a collaborative work culture.
How to Hire the Right Person(s) for Your Small Business
Create a compelling job descriptions
Too often, corporate job descriptions sound like a jargon mishmash rather than an explanation of what the position actually is.Start by brainstorming what makes the job and your business different. You might just need “an IT guy,” but put a lot of thought into your company’s culture and what kind of person would fit in there. Consider the employees you already have and how another person will ideally mesh with them.Remember, you don’t just want a warm body at a computer. You want a dynamic, intelligent person, and the way to reach out to that kind of person is to grab their attention with something compelling.
Look to those who are or love small business
Effective recruiting doesn’t start with a job posting—it requires maintaining your network of passionate entrepreneurs and those who love them. Tap into local universities with entrepreneurship programs. Seek out local venture capitalists. Talk to other small business owners, not to recruit them, but to plug into their network of people in the small biz space. They’ll understand that you’re not just looking for an accountant, you’re looking for an accountant who knows and loves small business.
Play on the limitations of medium and large businesses
Most positions at medium or large companies offer set algorithms for time off, working schedules and benefits. Not having that—or having it in a more flexible or non-traditional form—attracts the type of people who seek that flexibility.Capitalize on the fact that you can provide the opportunity for someone to enter your organization during the high-trajectory startup phase. This will help you attract those with a founder’s mentality, people who want to actively help shape the future of your business. Make it part of the job description that new hires will help set the vision and have a deep impact right from the start.
Getting your job posting in front of the right candidates
Posting jobs on Indeed or LinkedIn is expensive, so create your plan to share the job listing in other places. You can and should post the description on your website, but you’ll still have the challenge of driving traffic there. Here are some tips for getting more eyes on your listing:
Share on every social media outlet where you have a presence. Consider adding in an accompanying image to get more eyes and maybe more shares.
Heavily recruit amongst your immediate social and professional networks. There’s a good chance your peers will be able to refer you to a good match.
Don’t count Craigslist out; it can be very effective for finding talent in the small business space.
Share the opening with community colleges and universities with business programs.