1. Offer more flexibility
Most small businesses are not very entrepreneurial. Policies and procedures are simpler and don’t need to be consistent. When recruiting potential employees, telling them you’re open to options is a big plus. Can an employee work from home one or two days a week? Can you offer flexible working hours? Can employees request time off without endless approval?
Payment is important. However, many workplace studies show that flexibility is “very important” for job seekers. The goal is to get the job done and meet the customer’s demands. Where and how you do this in your small business can be accomplished in a number of ways. When it comes to work-life balance, the pandemic has fundamentally changed what employees expect from their employers. The bottom line is, people want to know you care about their well-being and offer flexibility. Share this when trying to attract talent.
2. Offer various services
In large organizations there is more structure and individuals have very specific roles and responsibilities. Without this structure, confusion would arise. In a small company, there are fewer people doing the work, so everyone works together. Employees can experience something new every day. You can do a variety of tasks instead of being split into one task over and over again. This appeals to those who want an interesting job that changes from day to day. Let’s be honest. No one wants to be bored at work.
At my company, I like that he can work on different projects for different clients instead of being assigned to one job or client account. No need to wait in line to receive awesome tasks. We empower people to use their gifts and talents. Employees can be on site serving clients for part of the week and back in the office for the rest of the week.
People enjoy what they are good at and have opportunities to try new things. We provide opportunities for new hires to accompany other employees so that they can get a complete picture of our work. We look for fun, creative projects that challenge our skills. If your employees are interested in working with a particular non-profit organization and want to use our media production resources to create a media project, we can help. It strengthens their skills and helps us contribute to the community. Of course, we can’t meet every request, but we can build a culture by slowly working on these projects.
3. Give employees a voice
It’s no surprise that young employees are motivated differently than older employees. what do you want? We want you to be part of the process, too. They want to participate and make decisions. They want to voice their opinions and be consulted on issues and changes related to their work. They need and usually want to find new and varied ways to get things done. Employees love the idea of being able to contribute or implement something within an organization without going through a myriad of gatekeepers. In my organization, employees play an important role in the recruitment process. The team usually sees and interviews applicants before I do. why? You need to be able to work with them, so they should be able to participate. Invested in the success of new hires as a bonus to the company. Team members are also expected to participate in device purchasing decisions and assist in the development of new products and services. Create those opportunities and highlight them to potential employees.
Best solution for small business
There is one important thing to keep in mind when conducting recruiting activities. It’s easy to force yourself into a company to fill a position. Over the years, we’ve realized that the right people for small businesses are very different from the people who want to work for large companies. These guys are drawn to working for well-known names and brands. They love impressive titles, structures and perks. People like this should work for big companies. It probably won’t work for smaller companies with fewer people, and the situation is very different.
