Promote your small-business strengths to win over new hires

Small organizations may not be able to offer all of the benefits and perks that a larger one can. But, working at a small firm can offer distinct advantages. To convince top talent to choose your business, you’ll need to call attention to these benefits.

Consider the points below, and ask yourself whether they are true of your company. Add in others that apply to you, and use them as selling points in your job posts and discussions with candidates:

• Growth opportunities. Less formal chains of command at small organizations may give employees more control in shaping their career paths. They may have more freedom to take on projects, test new strategies, and try tasks outside of their official roles. These possibilities may have enormous appeal to some candidates, and they may help you attract creative, highly motivated applicants. Employees may also have access to one-on-one mentoring, which can be a huge selling point for younger job candidates.
• Faster movement. Fewer layers of management may mean that new initiatives, technology, or other changes are implemented more quickly than at larger organizations. That can be a big plus for candidates who have felt frustrated by a slow pace of change with previous employers. Your job listings might note that employees have a chance to make a tangible impact in their roles. For your discussions with candidates, think of examples of positive changes — for example, the adoption of a certain software, or the introduction of flexible work policies — that employees have helped implement to emphasize the point.
• Recognition. At a small company, individual contributions are noticed. That can be critical for engagement and retention. You can make the most of this by implementing an employee recognition program that offers small bonuses or other incentives for contributions that are particularly meaningful, such as improving a key process or landing a new account. These programs can give you a recruiting edge, according to the Society for Human Resource Management. If you implement this type of program, be sure to set clear guidelines to avoid misunderstandings.
• Culture. Small organizations often offer a more casual work environment than larger ones. Dress codes may be more relaxed, and there is often more of a collaborative than competitive spirit. Employees are likely to work alongside senior managers and even the business owner. Because of this dynamic, there’s often more transparency at smaller organizations than at larger ones. Small business employees may learn about new developments more quickly, and may have more of an opportunity to weigh in on the company’s direction.

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