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Hyrian
May 24, 2006
Today's piece comes from the archives of the interbiznet Bugler. The Bugler is designed for recruiters and HR Managers but is worth reviewing if you are in the job market.
Hyrian OnDemand Reveals Five Big Ways Small Businesses Can Compete with Fortune 500 to Recruit Top Talent
Despite Critical Talent Shortage in Current Hiring Season, Recruitment Process Outsourcing Experts at Hyrian Say Small Businesses Can Have Major Advantages over Large Corporations
With a robust economy and the nation experiencing exceptionally low unemployment rates, companies of all sizes face an increasing talent shortage during the current hiring season. But small businesses have several advantages over big corporations when it comes to hiring, according to Daniel Solomons, CEO and president of Hyrian, a U.S. leader in Recruitment Process Outsourcing (RPO).
"When hiring, smaller businesses should showcase their smallness," said Solomons, "particularly in terms of their flexibility and direct communication lines to management." Adding, "By their very nature, these companies can be more attractive to employees who value personal attention and seek a faster career path, which more and more job seekers say are the biggest draws. Small companies can think big by accentuating the many positives they have to offer."
When it comes to winning over the best and the brightest in a tight marketplace, Hyrian identifies five ways that small business Davids can outsmart the big corporate Goliaths:
1. Take advantage of your ability to hire faster than the big companies.
Without hiring committees and hierarchies in the way, small
businesses have the ability to move more nimbly in their personnel
decisions. Corporations generally must deal with multiple rounds of
interviews and approvals. Consequently, large corporations can
leave candidates waiting for longer periods of time before making a
decision. Small and mid-size businesses with less disagreement and
virtually no red tape can act quickly to secure quality hires and
make them feel valued.
2. Demonstrate your company's hands-on, active approach to recruitment.
A major mistake by large corporations is making their employees
feel like just another number. Small businesses can appear more
personal, and the hiring process is the first way to demonstrate
how involved top decision makers are with their staff. Because
smaller companies have more line-of-sight management, the CEO
usually will work side-by-side with employees at every level. As
such, when it comes to interviewing, the highest level person
available should meet with job candidates and take an active role
in follow-up. And while a corporate CEO likely will not follow up
with a candidate after the interview, decision makers at a small
business can keep the lines of communication open and steady with
leading candidates, making an immediate, positive impression.
3. Emphasize the more immediate professional opportunities at your small business.
Because of its entrepreneurial environment, a small business
should highlight opportunities for quicker advancement and the
chance to maximize one's career potential. With less bureaucracy
and conflict in a small business environment, employees have a
greater ability to test new ideas or business practices and work
independently. In smaller businesses, employees can actually see
their direct impact upon business practice and performance.
4. Show how the company cares, and play up your unique perks and personality.
One of the most important factors of a job is the work environment
itself -- how employees feel about the company. Small businesses
can showcase aspects of their unique environments, from casual
dress to company-paid gym privileges, or pizza Fridays, free snacks
and beverages, and employee and family-oriented events that often
are a direct reflection of the personality of the company founders.
Adding up all the little things that small businesses can support
means a lot to potential employees, particularly job switchers wary
of a strict corporate environment. While a small business might not
offer better benefits on a line-by-line basis, these perks can well
differentiate the quality of life between a small business and a
large corporation.
5. Illustrate your small business' stability by being prepared to pay more.
Just because a company is small does not necessarily mean it is
unstable or offers a less professional work environment. Although
big corporations have deeper pockets and more extensive formal
benefits, often it is the small businesses that can offer the
better quality of life. Many job candidates cite "stability" and
"quality of life" as huge draws, thus making it critical for a
small business to underline their own strengths and unique measures
of success. Know the going salary rates for qualified team members
and be prepared at minimum to match it -- if not offer more money
-- in order to make sure you get the best talent.
"Small businesses are so diverse that there are no universal rules of thumb," concludes Solomons. "There's also a lot of subjectivity that comes into play, but the bottom line is that we know the Davids of the business world can compete with Goliath."
Faced with the talent drain, most employers will require the depth and reach that only can be obtained by RPO. In fact, last year alone, more than 12,000 hires in 48 states were secured through Hyrian. Founded in 1997, Hyrian services the nation from its offices in Los Angeles (headquarters) and Plymouth, MN, and will open its New York office later this year. The company is growing dramatically and is in the same position as many mid-sized businesses, seeking top talent every day. Hyrian has more than 130 employees, is currently adding 125, and expects to grow to 330 by early 2007. The company's OnDemand Division launched in February and is specifically designed for small and mid-size companies with 100 to 5,000 employees.
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