We all know that recruiting and retaining top talent has never been harder. This is especially true when it comes to SMBs (small and midsized businesses), as each employee’s impact on a business’ performance is amplified. While the consequences of one or two subpar performers in a workforce of several hundred might be minimal, in a company of only 10 or 20 employees, it could be devastating.
This obviously raises the stakes in the hiring game for SMBs, and hiring can become quite challenging. Much of this is due to certain industry-specific requirements as well as the macroeconomic conditions in the current hiring environment. While there are no quick fixes, SMBs should avoid making mistakes that aggravate the problem.
For example, if an SMB offers a salary that’s too low for the knowledge and skill level required for a position, they’re not likely to attract as many highly-qualified candidates who can come in and hit the ground running. Fortunately, employers who struggle to fill open positions often find that recruiters are better able to bring attention to these sorts of hiring obstacles and can suggest solutions to increase candidate flow.
In order to succeed in attracting top talent, SMBs need to optimize their employer brands. In other words, you have to show what you can offer potential employees beyond a paycheck, as well as how much you care about the public’s perception of your company.
Most strong employer brands make a point to:
Frequently update websites and postings
Have a broad and interactive social media presence
Cultivate positive online reviews
All of these characteristics factor into a candidate’s perception of your company and whether or not they want to be a part of your organization. So, take every opportunity to use these channels to highlight your company’s culture to show off the benefits and perks you offer to those who are part of your team. This can do wonders when it comes to grabbing the attention of top talent.