Today, when the corporate world is going through a roller-coaster owing to the pandemic, attracting top talent remains a hurdle for small companies. As a small company, building a cohesive and competent team is an uphill battle when the best candidates are out there but you do not know how to attract them.

Nonetheless, small corporations have an edge over bigger ones because they are flexible and offer room to grow. Millennials, when asked about their preference to work with a startup or a corporation, one in three people today want to be associated with a startup.

To solve this concern, the below-mentioned tricks will help you attract a pool of the best candidates available in the market.

Some ways of boosting your employer branding online would be:

A.   Share your mission and values with people

Sharing your mission and what you want to accomplish is the first step to good employer branding. Job-seekers would only want to associate with you if they relate to your mission.

B.   Showcase your work culture online

Leverage Social Media to tell people how it is like to work with you. Post pictures and videos in house events. Celebrate employees’ birthdays and work-anniversaries. Welcome new employees.

C.  Incorporate testimonials from your current employees.

Websites like Linkedin and Glassdoor are quite influential in building your brand. Encourage your current employees to write about you on these websites. They are your best brand ambassadors.

D.  Display your growth over time

A data-driven company always catches the attention of customers as well as job-seekers. Posting your timely growth on social media platforms will enhance your employer branding.

E.   Come up with interesting Job-descriptions

Job descriptions are a road map for the candidates looking for opportunities. Choose the perfect template, mention your requirements concisely and add a touch of your values at work.

1.   Offer good remuneration

All candidates have a worth attached to them. If you are not willing to give them what they are worth, someone else will. With demand outweighing the supply for good talent, you must be well-paying.

60% of people look for better compensation while looking for a new job.  Scare resources are a concern with small businesses. Although, investing in your employees will only reap long-term benefits. Logically, employees’ salaries determine their output at work. Paying them well can increase their levels of motivation and productivity. Furthermore, good cheques to employees can reduce issues like turnover costs and low productivity.

By giving them a competitive salary, you are securing their financial requirements. It shows that they are valued by the company. Hence, people would not feel the need to look for other opportunities.

2.   Tell people about the career growth with you

Show them the growth possibilities in your company. In large enterprises, specific roles are designed for specific skill sets offering less room to grow. Unlike startups where chances of learning and improving are quite vast. 81% of HR professionals believe that internal promotions help in improving employee retention.

Existing employees in small companies know other employees and the company culture well enough. This makes them the obvious choice to fill in the growing hiring requirements of the company.

Image Source – Linkedin

3.   Be flexible in terms of remote working

At the onset of Covid-19, several big corporations have accustomed themselves to remote working. Remote working can be seen nearly in all sectors especially in those where the location of employees isn’t relevant. Many employees these days prefer working remotely as it provides them better work-life balance and increases their productivity. Even if it is office-working, give the employees flexibility in choosing their working hours. Every employee has a different style of working. The business should appreciate and add value to bring out the best from every individual.

A survey done on 250 SMEs by Intermedia shows that 57% of the businesses will continue remote working in the long term.

Image source –Financesonline

4.   Give perks and benefits

Apart from salary, rewards and recognitions always motivate the employees to do better. Like a free sample with a product entices customers, in the same way, small perks with good compensation attract the best talent.

While bigger companies can afford to give expensive rewards, the value of a freebie depends upon your affordability. The perks need not just be money, it can be as small as a day-off or a dinner voucher.

5.   Cultivate ownership culture

Employee engagement and ownership culture go hand in hand. With remote working on the rise, creating an environment wherein the employees are treated as a corporate family is essential. A person working for you should work as if no one is watching. You can inculcate the same by sharing authority, delegating responsibilities, asking for opinions, and trusting them.

Besides creating the culture, the company can also invite employees to share ownership. What makes Choice One Engineering one of the best companies to work with? Well, this Sidney-based company allows its employees, even part-timers to own stocks.

Summarizing,

Despite the challenges, Small businesses have a lot to offer when it comes to attracting the best profiles. Millennials are keen to work in startup environments and desperate to grow in this fast-paced environment. Matching their requirements to what you can offer is all you need. Believe in the business that you are building and empower the ones helping you build that.