At Creative Niche, we’ve worked with more than 400 companies across Canada ranging from top banks, mutual fund companies, multinational advertising and digital agencies, to several small businesses. Many times, the latter ask us how they can compete with large organizations when it comes to attracting and retaining top talent. So, I thought it would make an interesting blog post.
With two offices and a staff of 14 we, too, are a small business … and I know first-hand that small businesses require top performers not only to compete, but to drive their company to innovate, grow—and ultimately—win. I’d like to think I’ve done a solid job attracting and retaining amazing people, although admittedly I’ve made my fair share of mistakes along the way. I wanted to share with you a few effective tactics you can use to stand proud and courageously attract your dream team. Here’s how:
Think of the big picture – Develop a solid vision for your company, understand what differentiates your products or services from those of your competitors, know where you want to go and why anyone else should be enthusiastic about what you’re providing. Only then will you understand the characteristics of your ideal employee and be able to attract the talent you need to grow.
Be creative – Small businesses may not be able to compete with the generous RRSP contribution plans, flex benefits, etc., offered by major corporations, but remember, those perks don’t necessarily interest every prospective employee. What’s more important is what your entrepreneurial company can offer that top performers crave. Free but critical things—namely regular feedback, listening, coaching, acknowledgement, collaboration and growth, as well as creative investments such as team bonus plans, an annual education and inspiration fund, community days, shared summer hours and random acts of FUN—can be the most effective recruitment tools for small firms looking to attract peak performers.
Get organized – Just as if you were preparing for an RFP, sit down and structure what you’re committed to offering as an employer. Then think long and hard about why someone would want to work for you – from a leadership and company culture perspective, right down to the perks you can offer.
Be committed and consistent –Continuously improve your leadership skills, address problems as they arise and be fair and open with all of your employees.
Be grateful – Appreciate that your team is committed and passionate about what you do and recognize the small and big things.
Repeat – Just because everything is going smoothly doesn’t mean it’s perfect. Ask for feedback to learn more about your team members’ career goals—and how those fit in with your company’s direction—and areas they think the business can grow or become more efficient. Then be prepared to constantly improve and update your offering as an employer.
Until next time,
Mandy