1. Offering uncompetitive compensation. Remember, candidates aren’t looking for just cash. Benefits, such as health and retirement plans, opportunities for growth, a positive work environment and flexibility also play large roles. And, in many cases, small companies can do better than large firms in those areas. Focus on the total compensation package.
2. Relying strictly on traditional recruiting sources. Knowing where to find employees, both internally and externally, is essential. Placing a classified ad in a newspaper may work in some markets and for some jobs, but small firms should use the full range of options available, including online job boards, university job fairs, recruiters or employment agencies.
3. Failing to market your company. Don’t forget that while your company is evaluating applicants, they are evaluating your company. Make their choices easy by showcasing your company’s strengths, opportunities and positive culture. Play up the benefits of your small size.
4. Waiting until someone leaves to fill critical positions. Failing to plan for turnover is one of the most common mistakes made by small employers. Start building a talent pipeline now so when you do have a position open, you can quickly fill it with top talent.
5. Hiring solely based on job fit, not organizational fit. Research has shown that job fit is less important than organizational fit. So, when interviewing, don’t focus on just the nuts-and-bolts job skills. Look for strong “soft” skills and cultural fit, too.
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