When it comes time to hire new employees, most small-business owners are so bogged down with day-to-day business operations that it can be tempting to just push out a job posting and call it a day – but that’s not nearly enough. It’s important to take the time to really think through and develop your hiring strategy in order to attract the right talent that will ultimately help your small business grow and succeed.

Keep in mind that the effort you put into bringing talented and motivated employees who are a good cultural fit onboard will come back tenfold – by building your company reputation, retaining long-term employees, nurturing customer relationships and generating more revenue.

So, how do you go about attracting and hiring the right talent for your small business?

1. Identify Your Core Values

First and foremost, you’ll need to identify and define the core values that guide every aspect of your company – from day-to-day operations and work culture, to product creation and interactions with customers – and then hire employees who share the same mindset.

This requires an understanding of the type of traits and qualities that are the best fit for your core values. For instance, a company that values innovation will likely be looking for out-of-the-box entrepreneurial thinkers. By being upfront and passionate about your core values, you will naturally end up attracting like-minded employees to your business.

2. Build a Positive Work Culture

In order to bring the best and brightest employees on board for the long haul, small-business owners will need to build a positive work culture. A company that encourages a work-life balance, recognizes milestones and achievements, provides opportunities for professional development and promotes transparent communication will be an attractive place to work.

In addition, small-business owners should focus on establishing a solid, effective leadership team that will help inspire and motivate employees to do their best work. After all, we’ve all heard the adage, “People leave their bosses, not their companies.” The same goes for attracting the right talent to your business – top candidates want to learn from the best.

3. Clearly Define the Job Role

One of the most important steps to attracting the right talent for your small business is putting together a job posting that describes the position as thoroughly and accurately as possible. Take time to really think about what you’re looking for in a candidate, as well as what you’re going to offer.

In general, the job posting should clearly define what the position entails on a day-to-day basis, which skills are needed and/or will be learned, any opportunities for growth and professional development, and what potential candidates can expect from the role over the short and long term. This will help to attract only those who will be best fit for the position.

In addition, small-business owners should consider including a salary range and list of benefits. Although many companies shy away from discussing compensation and benefits in a job posting, it can actually help vet candidates before even receiving the first resume.

4. Recruit in the Right Places

You may have developed a killer job posting, but it won’t be effective unless you promote it in the right places. In order to get your job posting in front of the best candidates, it’s important to do a little digging first to figure out where exactly they are and then specifically target those places during your search.

For instance, a young marketing professional will most likely be found on niche marketing/communications websites and social media. On the other hand, it might be more appropriate to use a headhunter or LinkedIn when recruiting for a C-suite position.

5. Refine the Interview Process

Now that you’ve gotten the job posting in front of the right candidates, it’s time to focus on the interview process. When hiring for an open position, many companies spend a lot of time, energy and resources on recruiting potential candidates – only to blow it with a poorly prepared, sloppy interview.

Instead of having a candidate simply recite his or her resume, take the time to really think about which types of interview questions will provide the most insight into whether the candidate is a good fit – both for the position and the company. A great way to do this is by asking behavioral questions, such as:

  • How do you prioritize your work on a daily basis?
  • Can you tell me about a stressful situation at work and how you handled it?
  • What has been your greatest accomplishment so far?

You’ll also need to figure out who will be assigned to conduct the interview. Ideally, it’s best to put your best talent in front of top candidates. After all, a good interview is two-sided – you’re trying to sell your company to the candidate, as much as you’re trying to determine whether the candidate is a good fit.

By having a solid hiring strategy in place, small-business owners can maximize the results of their recruiting efforts – and ultimately find a candidate who will be a valued asset to the company, not just an employee.

Want to learn more about growing your small business?

Contact Evolution Capital Partners at (216) 593-0402.

Jeffrey Kadlic

Author Jeffrey Kadlic

Jeffrey Kadlic is a Founding Partner of Evolution Capital Partners, a nationally recognized and award-winning private equity firm dedicated to driving small business transformational success. His passion is simple: arm and inspire entrepreneurs today with the operational leadership, capital management, and success drivers that competitive markets demand. He is a creator of Evolution’s Five Fundamentals, the systematic organizational change agent that transforms the challenges small businesses face into sustainable and profitable growth.

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Contact: (216) 593-0402