There are several steps that small businesses can take to improve their recruitment process and attract top talent to their organisation.

The agility of small businesses can be a great differentiator and advantage over their larger business counterparts. Despite shifts in business winds, the small-business owner can adjust quickly and adapt to changing conditions.

Conversely, a small business faces unique disadvantages due to having limited resources than large companies, such as the unplanned absence of a team member, which may have a bigger impact. 

My Business Entrepreneurship Facilitator Chris Mooney said that when it comes to recruiting, businesses should always try to avoid general advertising.

“For most small businesses, it is about word of mouth and recommendations,” Mr Mooney said. 

“For example, if you’re running a small business and you’re looking for someone with some sales capability, then keep your eyes open always for good people when you’re moving around the business community.”

Networking is also a really important function because one pipeline is not enough, Mr Mooney said.

Attending industry events, joining professional organisations, and connecting with other business owners can build a network of contacts. This can also help you tap into a pool of passive job seekers who may not be actively looking for a new opportunity but are open to hearing about one.

“This all gets back to networking in general as a business. Networks are the behavioural pull of potential resources,” Mr Mooney said.

“Using those networks to find people is much better than just the shotgun approach and putting something out on SEEK. Using job search engines can be an exhausting process.”

Building a talent base

Another way to set yourself apart when building your community is to look to the local, larger community at hand, according to Mr Mooney. Small businesses are known for fortifying communities all over the country, connecting people through shared experiences and helping regional economies thrive. 

By creating a sense of community within your business that’s connected to the one outside of it, you capitalise on local talent while providing a fulfilling work environment that retains employees.

It is also important to define what your company stands for, what values you prioritise and your reputation. This will help attract candidates who share your vision and will be a good cultural fit for your organisation.

With the current market conditions seeing talent shortages, offering training and development opportunities can also make your small business stand out and attract top talent. 

“Investing in your employees is an investment in your company’s future,” Mr Mooney said.

Employees who are given the opportunity to grow and develop are more likely to stay with the company, reducing turnover and saving money on recruitment costs.

“With the recent talent shortages, it’s more important now to be smart in hiring. So many small businesses have a poor reputation for managing employee expectations,” he said.

“It’s more critical than ever to find the right people with the right skills for the job. So, you need a solid small business recruitment strategy when seeking new talent. A group of skilled and enthusiastic employees will go to a company that appreciates and helps build their talents. In return, they’ll bring new skills and energy to your business and ensure you can compete in today’s market.”