When searching the web, you’ve likely found articles that cover how to find the best candidates for your open job roles. Unfortunately, many of these posts cater to startups that have decent capital. If you don’t have a lot of money at your disposal, can you still attract talent? Absolutely!

How to Recruit Talented Candidates for Your Small Business

Even when you have minimal cash flow, you can still find incredible employees in nearly any industry. It all comes down to adequate branding and specific recruitment marketing techniques.

1. Make a Hiring Plan (and Budget) With Your Team

Draft a hiring plan by intervening past and present candidates to build necessary qualifications for each role. If that option isn't available, research how to find the best candidates for your industry or role, utilizing the best ATS for small business. Then, map out a hiring timeline with milestones marked by recruitment stage.

Keep in mind that it can cost $2,000 a year and about a month or two to vet and hire the right candidates. Try to streamline the process where possible by delegating specific responsibilities.

2. Encourage Employees to Review Your Company Online

Candidates will typically research your business, employees, and CEO (if it isn’t you) before filling out an application. If you don’t have any reviews on employer review websites, that may make talented candidates avoid you. In these cases, your employees can be a great asset.

For example, you can ask current employees to use JobSage's platform to rate your company culture based on six metrics. These can help candidates understand you’re a quality employer.

3. Ask Screening Questions to Find Better Candidates

You can’t learn everything from a candidate’s resume, and you could be turning away great employees if you don’t screen appropriately. A study found that 70% of phone screenings uncover missing basic applicant qualifications, showing this tool can be incredibly useful.

But before you get that far, use an automated solution. Ask two to three screening questions that ask about a person’s soft skills or hard skills to dismiss applicants who don't qualify.

4. Heavily Invest in Employer and Recruitment Branding

Your employer and recruitment branding will take a while to get off the ground, but it can cut your cost per hire in half if you use it well. That’s why all small businesses should grow their brand in the background before they start hiring, but you can still work backward and succeed.

To attract more candidates, humanize your team on company pages. Reinforce your company vision, showcase your achievements, and give people an authentic view of daily company life.

5. Be Transparent About What Your Company Offers

Small businesses can be more authentic with their recruitment strategy and general offerings. Be sure to write friendly, accurate, and clear job posts that get to the heart of what you’re looking for. Don’t omit information, like salary ranges, in hopes it’ll encourage candidates to ask.

In the end, candidates want job stability, growth opportunities, meaningful and challenging work, autonomy, flexibility, and benefits. If you can offer all of that, you’ll see an increase in applicants. 

6. Consider How and Where You’re Posting Open Roles

Small businesses don’t have to rely on word-of-mouth to find great candidates. In fact, several job posting sites are cost-effective and often come equipped with screening capabilities. But if you’re going to use these sites, focus on platforms that attract candidates in your industry.

For example, AllRetailJobs caters to retail businesses, while Freelancer is a great option for finding independent contractors. FlexJobs works for any industry if you’re hiring remotely.

7. Reach Out to More Candidates in a Personal Way

If you have a strong candidate on your radar, connect with them on a personal level. LinkedIn is a great site to contact potential candidates or all-star applicants, as it has a high response rate, but email also works. But don’t give up after one email, as it may have gotten lost in their inbox.

It’s also unwise to share a generic email. If you have the candidate's details, like their name or something interesting about them, use them to personalize the conversation and move it along.