Any small business owner knows that finding and retaining strong talent is an essential part of that company’s success. While turnover is damaging to any organization, it’s especially traumatic to a small business. However, when you’re hiring for a startup or a small business, you face a unique set of challenges that larger brands just don’t have to deal with. Here, we tackle these problems and offer solutions that will allow you to make great hiring choices:
The problem: Employees’ reluctance to deal with the unpredictability of a small business.
Let’s face it: there isn’t as much routine and stability in a small business. Things change daily, and your employees will need to be able to roll with the punches.
The solution: Seek out team members who thrive in this environment. While some people like being able to come into work each day knowing what to expect, many people hate the idea of the same old routine. These kinds of employees thrive in a small business or startup setting. They love being kept on their toes, and do best when they’re constantly responding to a changing work environment.
The problem: A limited budget makes it hard to bring on all of the staff members necessary to take care of the required tasks to keep the business running.
When you’re a small business owner, you probably don’t have the budget to hire a marketing department, an HR department, and the dozens of other people necessary to keep the operation afloat.
The solution: You’re going to have to get creative in your hiring process. You want employees who can wear multiple hats. Is your receptionist also a talented graphic designer? Great, she can get to work on a new logo for your business. Maybe the person handling your billing can also deal with HR concerns. When you’re bringing new team members on board, make sure that they’re okay with a fluid job description, as they will have to be able to do more than just one or two things.
The problem: When you’re a startup or small business, your salary and benefits offerings probably can’t compete with those of larger organizations.
Unfortunately, it’s hard for small businesses to go up against Fortune 500 companies when it comes to salary and benefits packages.
The solution: Seek out people who are motivated by more than just money. If they believe in your business’s mission and values, the money will be secondary. Have a strong, positive company culture and you’ll be able to attract top-tier talent, even if your salary offerings can’t quite keep up.
How do you make strong hiring choices as a small business owner? Let us know in the comments!
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