Saturday, August 16, 2014

How to Get the Best Employees for a Small Business

Attracting the Right Talent to Meet Your Business Needs

small business, work from home, stacy oquinn
When job seekers are looking for their next career opportunity, it is safe to say that some of them do not dream of working for a small business. Many talented business professionals seek jobs where they feel their skills are most desired and most useful and, more often than not, this lends itself to larger corporations and businesses. But when small businesses advertise a working environment that appeals to the talent they are looking for, it is much easier for an owner to find and hire the right people for the job. Here are some ways that small businesses can attract the best employees for their organization.

Develop the Right Culture within Your Business

In a recent study, almost 50 percent of job seekers expressed that they would like to work for an organization that has a clan culture. Clan culture is defined as a business that harbors a team-orientated, collaborative working environment with leaders who facilitate, mentor, and help build a well-working team. If your business already operates in this manner, congratulations – you are one step closer to finding and retaining the right people for your organization. If a business does not operate in this way, it may be worthwhile to take a hard look at the organization’s culture and see what changes can be made to help not only attract talent but also help keep current employees engaged, productive and happy.

Another popular culture that job seekers look for is a market culture. Market culture is defined by its orientation to competition with leaders who are competitive and value profitability, goal achievements, and market share results. Almost 21 percent of job seekers expressed that they prefer this type of business culture, which is still a large percent of the potential employment group. If your business does not necessarily fit into the clan culture mindset, market culture may be worth looking into. While market culture may seem cut throat in many ways, it is important to note that this culture is more geared to being aggressive in the industry and working together to keep the business’s competitive edge.

Introduce a Job Seekers Potential Manager Early in the Hiring Process

Not every job seeker likes the same type of management style, just as every manager has their own way of directing employees. It is always important to introduce a potential new hire to his or her direct supervisor and other leaders early in the interview process. A quick “hello,” however, may not be enough for a potential new employee to get a good feel of their management style. Consider having your leadership staff be a part of the interview process or put together an information packet about the managers with their photos, biography, and some insight into their management techniques. This will give job seekers a better idea of whether their working style will mesh well with leader’s management style.

For many job seekers, the actual job itself is not a huge draw for them to work for a specific company. As shown in the study discussed here, individuals looking for employment opportunities are more interested in the working environment, culture, and management style of a business than what the physical job entails. By making sure to develop the right business culture and bringing managers and leadership into the fold early in the interview process, small business owners have a much higher chance of not only attracting the right talent but retaining the best employees for years to come.

Would you like more help getting your work from home job on the right track. Believe it or not, Stacy O'Quinn was in your very shoes only a few short years ago and went from being in massive debt to having a six figure income. How did he do it? He using Dani Johnson training to learn how to close the deal! He uses these same principles when mentoring a work from home professional. For more information about how Stacy can help you, click here.

No comments: