Six Ways to Maximize your Small Business Hiring Advantage

Six Ways to Maximize your Small Business Hiring AdvantageSix Ways to Maximize your Small Business Hiring AdvantageSix Ways to Maximize your Small Business Hiring Advantage Blaszczyk, Managing Editor, Resource CenterWhile the economic downturn has pushed many small businesses to the edge, its also afforded many small business hiringadvantages, including attracting top talent and hiring overqualified candidates.In fact, says David Russo, author of 17 Rules Successful Companies Use to Attract and Keep Top Talent and Principal and CEO of Eno River Associates ,many small and medium-sized businesses have a real opportunity to in the current economic climate to become heroic, simply by doing a few things well.In so doing, says Russo, your small business can binnensee dynamic change and forge new growth.To start, Russo identifies these three elements as essential to your businesses ability to perform1)Your product has to be good.2)There must be a need for that product or service.3)Your compa ny has to be innovative not static and willing to grow, develop and evolve.With those qualities in place, you can then focus your perspective on your talent the people who work for you and how you hire. Here are six recommendations to keep in mindWho you hire is critical. So many small businesses often hire someone they know through an informal network of family and friends. This often means they hire someone they thought would be great but in short order, theyre looking to get rid of them.And often the time that it takes to do so is longer than the new hires tenure.Take time to fill the job. Leave the posting open for 3 months and really do due diligence by bringing someone in.Know what outcome you want for the job. Know your companys environment and the temperament you need to suit your companys culture. Be sure you clarify does the person wants the job thats advertised or do they want your job?Many times, small employers dont ask these questions. They often fail to hire for fit. Remember fit is as or mora important than skills.Stay competitive. Are you short-changing your company by short-changing your employees?Be sure your compensation is fair enough to diminish other offers that candidates might be given that have a few more perks or dollars.Hire for growth. Are you creating an environment for this new person to grow and develop? You can do that by listening to their ideas. Be sincere about providing opportunity for growth not just management or supervisory but experiences that help them grow and develop. Small companies can do that theyre not bogged down by large company infrastructure.Set a high goal. Do you really know what your company wants to be when it grows up? If so, then tell the world. Identify something out there to defeat. Our job is to . Whatever it might be. Make it your companys Holy Grail. Not that youll get there in your lifetime just make it a goal thats fairly static.As James Collins coined in his book, Built to Last, create a BHAG a big hairy audacious goal. Give your employees something to dream about. As you make small chinks in that climb, it gives people an anchor. Lots of small companies can have that advantage.Be trustworthy. You dont have to be perfect simply be you and make sure your behavior is genuine.Be apolitical everyone should be able to understand the politics of your business but no one should have to play them.Walk around your place of business and ask employees, Hows it going? How are you doing? What are you doing? Show them that you care and that youre paying attention.Ask if theyre getting the resources they need to do their job. Ask yourself if youre doing what you should to keep your companys culture intact. When you ask those questions, people feel that they count and that what they DO counts. Thats the magic.