Catching Big Fish: A Step-by-Step Guide To Hiring Big Talent

Hiring top talent is like finding a needle in a haystack, and when you’re running a small business, that haystack can seem as big as the ocean. But you’re not the first business to hunt for big fish, and you won’t be the last. 

According to a recent survey by the National Federation of Independent Business (NFIB), small businesses are responsible for nearly 50% of the total employment in the United States. That’s right, small folks pack a big punch when creating job opportunities. 

But there’s the flip side of the coin. In the same 2023 survey, the NFIB found that 43% of small business owners struggled to find top talent. It’s like having a golden ticket to the chocolate factory but needing someone to share it. So, if you’re looking to hire immense talent for your small business, you’re in the right place.

This article will guide entrepreneurs and business owners to attract and retain the crème de la crème of the job market, even when you don’t have the colossal budget of a Fortune 500 corporation. From crafting irresistible job descriptions to creating an appealing company culture, we lay out the best practices for hiring top talent.

A step-by-step guide to hiring top talent 

Step 1: Know thy needs

Before diving headfirst into the job pool, it’s essential to understand what you and your company need. Assess your business’s current and future goals and build a checklist for hiring employees accordingly. Map out the requirements and the cost of hiring top talent.

Step 2: Write an attractive job description

It’s time to craft a job description that shines! Online, a job description is as good as a dating profile for your company. It details the responsibilities and sells the attraction of working with your company. Use compelling language that highlights your company’s personality and allure. Make candidates go, “Wow, I’d love to work for this company.”

Step 3: Tap into your network

Your network is a goldmine for trustworthy and reliable talent. Contact colleagues, friends, and industry connections to spread the word about your job opening. Often, the best candidates are lurking within your LinkedIn contacts.

Step 4: Online job portals

While personal connections spread word of mouth, consider the power of online job portals. Platforms like LinkedIn, Indeed, and Glassdoor are perfect for casting a wider net. The job description must shine here, too.

Step 5: Resume rodeo

Now that the applications are rolling in, it’s time to take a magnifying glass and start sifting. Qualifications and experience must align with your job description. Observe who’s shown adaptability and an eagerness to learn. They might be diamonds in the rough.

Step 6: Conduct engaging interviews

Interviews are where the magic happens. Make it an engaging and enjoyable experience. Pose questions that reveal their problem-solving abilities and passion for the industry. Remember, you’re not just assessing skills but looking for someone who will fit like a glove in your company. 

Step 7: Evaluate cultural fit

Small businesses thrive when their employees align with their values. You want someone who’ll groove to the beat of your small company’s vibe. They should share your mission and vision. Sometimes, a candidate with the right attitude can outshine someone with an impressive resume.

Step 8: Skills assessment

Depending on the role, it’s great to have candidates complete a skills assessment. It’s like a test drive before you hire them on a long-term lease. 

Step 9: Reference checks

Remember to check references. Contact former employers and colleagues to verify what you’ve learned about your potential hire. This step can be a lifesaver and save you from costly hiring mistakes.

Step 10: Make an offer they can’t refuse

Now that you’ve found the perfect candidate, it’s time to woo them with an offer they can’t refuse. Highlight all the perks and benefits of working for your company, such as flexible hours, growth potential, and a lively culture. Make the offer so appealing they’d be crazy to say no.

Step 11: Seamless onboarding 

Once your rockstar is on board, the integrating process begins. Assign mentors, provide training, and offer a warm welcome to make them feel like MVPs from day one.

Step 12: Nurture growth and development

Top talents are like plants; water them and watch them thrive. Offer ongoing training and development to help them reach their full potential. Investing in your team pays off in the long term.

Step 13: Maintain a fun and inclusive culture

Small businesses often offer a unique culture that enamors top talent. Keep it vibrant and fun and offer room to grow. Foster collaboration, celebrate achievements, and organize engaging team-building activities.

Step 14: Competitive compensation and benefits

While small businesses may not always match the fat paychecks of giant conglomerates, you can offer attractive compensation packages in other ways. Consider benefits like flexible work arrangements, remote work options, and meaningful bonuses to sweeten the pot.

Step 15: Communicate openly

Lastly, maintain an open-door policy with your employees. Encourage feedback, listen to their ideas, and address concerns promptly. A culture of transparency and respect is a powerful tool for attracting and retaining immense talent.

With the right strategy, hiring employees for your small businesses is an achievable goal. With a dash of creativity, a pinch of enthusiasm, and these 15 steps infused into your hiring process, you can attract and retain top-notch employees. Remember, you’re not just offering a job; you’re inviting someone to be part of your unique journey, and that’s a compelling proposition. Find your next rockstar, and take your business to greater heights together!

Want to know more about setting up the perfect HR processes? In addition to HR, benefits, recruiting, and payroll through its PeopleOps, Escalon’s Essential Business Services include FinOps (CFO services, taxes, bookkeeping, and accounting) and Risk (business insurance). Talk to an expert today.

This material has been prepared for informational purposes only. Escalon and its affiliates are not providing tax, legal or accounting advice in this article. If you would like to engage with Escalon, please contact us here.