Even large companies are finding it hard to hire top talent these days thanks to the tight labor market, so how can a middle market company compete? The answer may surprise you.
Many business owners assume that every job candidate wants to work for a large company with its attendant big salary and comprehensive benefits. However, you may be able to entice excellent candidates to join your smaller company by positioning your business properly.
Here are four tips to help you attract the best employees possible to your middle market business, no matter how challenging the labor pool may be.
When you have a job opening, do you still post the internal job description in its entirety? If so, you’re missing your first opportunity to make a good first impression with job seekers.
Your mission when posting a job opening online is not simply to let the public know you’re hiring. This is also your first, and sometimes only, chance to tell candidates what it’s like to work for your company and why they should apply with you.
What’s more, there’s no law that says you have to upload the same document online for a job notice that you use for performance appraisals. Rewrite that document to fit its external purpose of hiring the best talent possible. You can always provide a more extensive job description during the interview.
Rather than simply list the job’s requirements, reword your job posting to create an idea of what the job will be like. For example, rather than say, “File all XYZ documents by 5 p.m. daily” reword it to say, “Responsible for keeping our office running smoothly by keeping client paperwork organized.”
There’s another good reason to avoid simply posting the entire job description. Most people will be searching and reading your job posting on a mobile device with a tiny screen. That means you need to keep your sentences and paragraphs short and only list the most essential information, such as basic responsibilities and requirements.
Job postings that are too long or overly dense may drive away potential top candidates from your middle market business.
When talking with prospective employees, do you talk about your management team’s credentials? If not, you could be underselling a key advantage to a young candidate who is looking to gain valuable experience.
It may be possible to snag highly motivated talent by selling your management team’s reputation.
Don’t forget, it’s a time-honored technique to learn the industry from a senior-level professional in order to give your own resume a boost. Further, to qualify for many specialized accreditations and licenses, from engineering to pharmacy, an employee must work a certain number of hours under the supervision of a senior level professional.
If one of your managers is known for successfully launching the careers of junior professionals, talk about it during the interview.
There’s another twist on this theme in the IT world: Employees with an entrepreneurial attitude may deliberately seek to work for your business to be trained by the best before starting their own company.
Entry-level employees in large companies tend to work in silos and are only trusted with a narrow set of responsibilities. Smaller, middle market companies generally need their employees to handle a variety of tasks, which gives a less experienced worker the opportunity to gain broad experience faster.
To highlight a candidate’s opportunity to grow, talk about how they’ll be in charge of special projects, how quickly they can get a big-picture view of your industry, and how they can be trained by respected leaders in their field.
Salary and benefits aren’t the only things top talents seek when looking for a new position. Perhaps to a larger degree than in years past, today’s recruits seek fulfillment and meaning in their job.
This means that you and your hiring managers need to talk with interviewees about the importance of the work your company performs and what it feels like to work there:
Yes, you should expect interviewees to have conducted their due diligence about your company, but don’t expect them to know what really makes you special. You need to paint a picture of what truly differentiates your middle market business from the competition, what excites you about working there, and why you want them to join in the fun.
Creating a solid team isn’t the only way to make your business attractive to potential buyers, but it does play a key role in reducing the risk associated with your company.
If you have taken the time to hire, train, and mentor a group of really talented, dedicated associates, you will be better positioned when you eventually negotiate with buyers as part of your exit plans. Some of your greatest intangible assets are the people you have on your team!
By Jessica Johns Pool.
© 2021 Generational Equity, LLC. All Rights Reserved.
it all started with a conference.
start your story today,
speak directly with one of our senior advisors +1-972-232-1121
The information we learn from customers helps us personalize and continually improve your experience. Here are the types of information we gather.
We receive and store any information you enter on our Web site or give us in any other way. We do not sell or rent your personal information to others without your consent. We use the information we collect only for the purposes sending promotional information, enhancing the operation of our site, serving advertisements, for statistical purposes and to administer our systems. We DO NOT use third parties to provide customer service, to serve site content, to serve the advertisements you see on our site, to conduct surveys, to help administer promotional emails, or to administer drawings or contests, but reserve the right to do so in the future without advance notice.
Generational Group’s affiliates are all part of one corporate family, they work with one another and may work together to provide services to you. The sharing of your information among affiliates enables Generational Group to serve you more efficiently and makes it more convenient for you to do business with Generational Group. Generational Group is permitted by law to share information with its affiliates. All of our affiliates follow similar privacy policies.
For reasons such as improving personalization of our service, we might receive information about you from other sources and add it to our account information.
Generational Group may license the use of its intellectual property including but not limited to its name, likeness, and logo for the use of affiliated offices. Such affiliated offices may not be owned, controlled, managed, supervised or staffed by employees, officers, or agents of Generational Group. Affiliated offices may be independently owned and operated. For more information about a particular office, please contact Generational Group at its office in Dallas, Texas.
This page may contain other proprietary notices and copyright information, the terms of which must be observed and followed.
Information on this web site may contain technical inaccuracies or typographical errors. Information may be changed or updated without notice. Generational Group may also make improvements and/or changes in the products and/or the programs described in this information at any time without notice.
Generational Group does not want to receive confidential or proprietary information from you through our web site. Please note that any information or material sent to Generational Group will be deemed NOT to be confidential. By sending Generational Group any information or material, you grant Generational Group an unrestricted, irrevocable license to use, reproduce, display, perform, modify, transmit and distribute those materials or information, and you also agree that Generational Group is free to use any ideas, concepts, know-how or techniques that you send us for any purpose.
Our computer system protects personal information using advanced firewall technology.
Information Generational Group publishes on the World Wide Web may contain references or cross references to other products, programs and services that are not announced or available in your country. Such references do not imply that Generational Group intends to announce such products, programs or services in your country. Consult a Generational Group representative for information regarding the products, programs and services which may be available to you.
Generational Group makes no representations whatsoever about any other web site which you may access through this one. When you access a non-Generational Group web site, please understand that it is independent from Generational Group, and that Generational Group has no control over the content on that web site. In addition, a link to a non-Generational Group web site does not mean that Generational Group endorses or accepts any responsibility for the content, or the use, of such web site. It is up to you to take precautions to ensure that whatever you select for your use is free of such items as viruses, worms, Trojan horses and other items of a destructive nature.
IN NO EVENT WILL Generational Group BE LIABLE TO ANY PARTY OR ANY DIRECT, INDIRECT, SPECIAL OR OTHER CONSEQUENTIAL DAMAGES FOR ANY USE OF THIS WEBSITE, OR ON ANY OTHER HYPERLINKED WEBSITE, INCLUDING, WITHOUT LIMITATION, ANY LOST PROFITS, BUSINESS INTERRUPTION, LOSS OF PROGRAMS OR OTHER DATA ON YOUR INFORMATION HANDLING SYSTEM OR OTHERWISE, EVEN IF WE ARE EXPRESSLY ADVISED OF THE POSSIBILITY OF SUCH DAMAGES.
Furthermore, all information contained within this website is the property of Generational Group.
Success, you have been added to our list.