PrintBy Janet Scarborough
When it comes to recruiting, small business owners tend to think of themselves as the underdogs because they can't offer the same compensation and benefits as large firms. While this may be true, for most job seekers, salaries and medical coverage are only part of the big picture.
As a career coach, I hear a large number of people describe their career goals, hopes, and dreams. I understand what skilled professionals want, and I believe that small businesses are in a unique position to offer the type of employment culture my most talented clients seek. The following list represents a typical wish list for top-notch employees:
- Significant work. Ambitious people value work that's central to an organization’s mission — work that improves the bottom line or moves the company closer to reaching its business objectives. Studies show that high-achieving employees are happier and more successful when they know the value of their work and are close to the decision-making centers within a company.
- Learning opportunities. Employees expect their employers to provide job training, and they want access to resources that help them keep their skills current. Workers are happiest when they know that their abilities are keeping up with rapidly changing market conditions and technology.
- Mentors and coaches. Employees want to be mentored, and your willingness to help them learn may be the best recruiting tool you have.
- Challenging work. The reason why so many law firms have trouble retaining first-year associates — many of whom earn six-figure salaries — is that these new lawyers discover that the work they are expected to do is boring. If you want to keep smart people interested in their jobs, create opportunities for them to stretch themselves, to take risks, and to potentially fail and learn from the experience.
- Flexible schedules. The best employees want a position that focuses on results rather than face time. They want their bosses to help them develop goals, to give them enough leeway to accomplish their objectives, and to base rewards and recognition on their achievements.
You can attract top talent by making your company a more attractive place for workers with those desires. Before you interview another candidate, consider the growth and learning opportunities available at your business. Then think about how you can demonstrate to each job candidate that your small business offers big opportunities.
Of course, your work environment needs to incorporate the right characteristics. But you also need to communicate your firm's values both internally and externally. Your current employees will be your best source of good PR, but you should also focus on external sources, including the description of your company on your Web site, job postings, and any other communications that describe your business philosophy. If you maintain a high-caliber workplace, you will attract more high-quality job candidates.
Janet Scarborough is the founder of
