Attracting Talent to a Small Company


It’s no secret that big businesses have an easier time recruiting top talent because of their brand recognition, exciting company culture and impressive benefits, but how can small businesses compete and attract the same talent?

Actually small businesses have several great advantages over larger companies.  Small businesses typically tend to have a less rigid organizational structure and stronger interpersonal relationships between leaders and employees.  As a result, employees are able to flourish and perform much better than if they were with a company that required a more intense commitment at all times.  Additionally, small companies often offer more flexibility, more job diversity and the possibility of high growth.

Although it can be a challenge to find good candidates for a small business, as a business owner, you must find a way to persuade successful candidates with highly coveted skills to come work for you.  Here are a few tips on attracting talent to your small business:

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  • Company Approach and Value – Before you begin, examine your company’s current approach to recruiting and figure out whether or not your business is actually losing your top employees.  Ask yourself:  “Are my people really happy?”  “Am I promoting them, training them and rewarding them properly?”  “Is my company’s culture positive or negative?”  Once you’ve answered those questions, define what your company’s appeal is to potential top employees.  Take a look at your current successes, your culture, your products and your customer base.  Once you’ve identified what makes you different, spread the word.  Promote your special features on your website and everywhere people are likely to have contact with you.
  • Define the Job Role – Be clear, accurate and focused on what you’re looking for in an employee, but also on what you are going to offer.  Point out all the opportunities for training and progression and ‘sell’ the job and the culture of your company.
  • Convey Your Company’s Benefits and Advantages – Speak to your company’s strengths and the advantages they will receive as an employee.  For example, a candidate could be swayed by your company’s ability to tailor a job to deal with their individual needs, such as allowing employees to work from home a day or two out of the week.  Also, make sure the candidates know that you will allow them to play to their strengths and steer them away from tasks or assignments that will prove unproductive.
  • Locate the Employees You Want - To reach the right people you’ve got to find out where they are.  Take advantage of social media outlets and recruitment websites to help you locate what your company needs.  Also, prospective employees will be searching for more information about your company, and you’ll want them to have something to latch on to in order to become engaged and interested in the unique culture of your particular small business.

Entrepreneurs have to make a compelling business case for why a candidate should work for their small business. If owners invest the time and resources to share their culture and the advantages of working in a small business, they will be able to attract the right employees to their firm and help push the company to greater success.

I would like to thank Kymberly Sheckleford for preparing this article with me. Kymberly is a Marketing Analyst at C2G Resourcing a subsidiary of Consultants 2 Go, LLC. Don’t forget, you can email me at with any questions you might have and I’ll be glad to answer them. You can also follow me and my business on Twitter @peggymchale and @consultants2go.


Peggy is the co-founder of Consultants 2 Go® (C2G), a consulting firm that provides marketing solutions to Fortune 500 companies in the Financial Services, Telecom, Life Sciences and other industries. Consultants 2 Go was just named to the Inc. 500/5000 List as one of the fastest growing companies in the United States. Prior to starting C2G, Peggy was a Vice President at American Express. She holds an MBA from St. John’s University and a BA from the College of Mount Saint Vincent. She recently served as a member of the Advisory Board for The Academy of Our Lady of Peace, New Providence, NJ.

The opinions expressed herein are the writer's alone, and do not reflect the opinions of or anyone who works for is not responsible for the accuracy of any of the information supplied by the writer.

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