Whether you are a big or small organization, effective employee recruitment strategies are needed to attract good talent. It is just that small businesses, have to tailor their recruitment process different from that of larger businesses. You can’t compete with a larger business. However, there are hidden strengths that smaller businesses must bring to the forefront in creative ways that compensates for smaller budgets.

How to Recruit Like the Big Companies on a Small Budget

5 tips on How to Recruit Employees for a Small Business

Smaller organizations are fishing in the same talent pool as the bigger companies. They might not be able to match the salaries or the brand value of the bigger counterparts but they need the same talent. They need to make “small” the advantage to draw the attention of potential employees. Here is how it can be done.

1. Make Small the Big Advantage

Employees can find they get lost in bigger organizations and too many compliance regulations make it harder for them to make an impact. This is what smaller businesses must use as their recruiting strategy. Potential candidates might be ready to compromise a little on their pay packets when they know that they can make a bigger difference. If you don’t yet have this in your employee recruitment process then it is time you incorporate it. All your branding strategies, such as job descriptions, social media posts and company website must highlight this as the game changer.

2. Make Perks More Attractive

Having more leeway to make decisions and implement strategies quickly for better outcomes can draw the attention of the right talent. However, a lower salary must be offset by other benefits. A better work-life balance is one of them. Most companies talk about it but in reality, it rarely happens. As a smaller company, you should ensure these non-salary benefits are clearly included in the employee terms of employment.

These non-salary benefits could be a fixed number of days in a month that the employee can avail of a work-from-home option. This can be particularly important when children are sick or when an employee is feeling like a day away from the office.  Monetary awards for high performers are another perk that should be considered. Make your non-salary benefits as attractive as possible is one way how to recruit employees effectively.

3. Offer Flexible Working Hours

This is a big one since many employees prefer to come in later in the morning and leave late at night. The normal 9.30am start is usually what bigger companies insist on. Most businesses realize that many employees find this hard to adhere to. Not all roles can enjoy the flexibility of coming in when they want but where possible, smaller companies can offer this and see the impact it makes.

4. Actively Look for Candidates

Bigger companies can rely on posting a job advertisement on popular job boards to attract the right candidate. However, they also have their HR team or their consultants, actively search for candidates. Passive candidates are those not looking for a job change but might be interested if contacted. Smaller companies with smaller hiring budgets should follow such employee recruitment strategies of the big guys.

Searching for talent and communicating with them even before you might need them is important in the recruitment process. Recruitment software solutions often have Talent CRM that helps find and communicate with such candidates.

5. Spend time on Branding

Smaller businesses will not have the budgets that bigger companies have to spend on branding. The good news is that digital marketing has leveled the playing field. Smaller businesses can get their job postings to reach more candidates through Google Pay-per-click as well as on Facebook and LinkedIn.

More important to brand building is having an active social media page for your business. Use it to show the day-to-day life of employees at your organization. Showcase your work. Also, grow your following. This will be an important part of the solution in how to recruit employees for a small business.

The cost of hiring the wrong employee results in productivity loss as well as financial costs. Supervisors end up spending 17% of their time supervising and correcting the work of bad hires. This makes it most important to attract the right talent rather than just making do. Using these 5 tips you can find it easier to attract talent that will help your organization grow.