Finding the right talent takes time and consideration.
In the February 2019 Small Business Economic Trends report, 37 percent of all owners reported job openings they could not fill. But some small businesses are successfully attracting qualified talent despite the tight labor market. Here are a few ways NFIB member Jason Dozier of IR Staffing in Zephyrhills, Florida, handles finding qualified employees—from before the application process to making an official offer.
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Selling Your Business
The first challenge is getting qualified candidates to apply. While there might be plenty of workers out there, attracting them to your job posting is the first hurdle. One way to hook potential candidates is to make your posting stand out online. The job posting is your first chance to make an impression. “Treat your company description like an elevator pitch,” says Dozier. He recommends crafting the job description carefully instead of just throwing something together.
Making this description unique doesn’t have to be difficult. For example, Dozier makes sure to mention that he’s hiring for a family business. Putting extra time into writing the description will help attract qualified talent that’s a match for your business.
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Considering the Competition
Once you’ve decided you’re hiring, research what your competitors are offering. Workers know that competition for good talent is fierce, and you can be sure that they will do their own comparisons. “Make sure to look at average pay for the position you’re hiring for,” says Dozier. “If you’re not paying competitively, you’re already behind. You’re not going to get top-scale talent in this industry.”
Of course, there are other factors besides compensation that can sway candidates in your direction. Think about what makes your company a great place to work, especially if it’s something unique. For many small businesses, that’s a good working environment. The culture of a business is getting increasingly easier for potential employees to research, thanks to the rise of sites like Glassdoor, which includes company reviews by current and former workers. “All things equal money-wise, it really comes down to work environment,” Dozier says. He emphasizes creating a culture where employees feel valued and necessary. “People want to feel like they’re adding something,” he says.
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Setting Realistic Expectations
Dozier also suggests having an honest conversation during the hiring process about what it means to work for a small business. Underlining the differences between a corporate job and your small business can help set expectations before the offer is made, so both you and the candidate are on the same page. Workers who have only had experience in corporate jobs might be pleasantly surprised. “We say, ‘This isn’t a corporate job; we do need you every day, but we understand needing to take time for family or whatever comes up,’” he says. “As a smaller business, we can absorb that, but lots of people who have only worked in a corporate environment aren’t used to it.”
Finally, even businesses that aren’t hiring should keep up to date on benefits and compensation to maximize the chances that employees will stick around long term. “I think that anytime we have low unemployment like this, people are putting their resumes out there. If you don’t have anything to retain your employees right now, then I would say you’re at risk of losing talent,” Dozier says. Finding qualified workers can be a challenge and costs time and money, so be sure to take care of the ones you already have as well as the ones to come.
