How to find employees for your small business

Your business is growing, your customer base is growing, and now is the time to expand your small business team. But how do you go about finding top-notch employees? Especially those who are enthusiastic and plan to stay longer than a month or two.

Well, making the decision to hire new employees for your business is only the first step; the actual hiring process takes a lot of time, strategy and patience. And when solutions to labor shortages seem out of reach and hiring new employees costs an average of $4,129, you want to make sure you get it right.

Finding and hiring the right employees can feel like climbing a mountain, but that's why we've created a guide that details all of our best practice tips to help you find and hire a great team, and to preserve it over time. Homebase makes hiring easy.

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12 ways to find new employees

It's no secret that small businesses face recruitment challenges in today's job market and struggle to compete for the best employees. But don't worry! It may be difficult, but with the right strategies, it's possible to recruit and hire a great team. Here's how.

1. Create a detailed job posting

Before you even start researching where to post your job posting, create a detailed post to post on several different job boards.

Here's an effective way to structure your post:

Job Title: Make your job title as specific as possible and use keywords you might see in other similar job titles. This gives you a better chance of pitching your job offer to the right people. So, instead of "Weekend Kitchen Staff Member Needed", it is better to write "Line Cook: Nights/Weekends, Experience Preferred". Job Summary: This is your chance to grab the attention of job seekers and include details that make your company stand out. For example, if you are posting a Retail Sales Manager position, you could start with: "With a competitive salary, this is a great opportunity for anyone who likes variety - you can try your hand at being a marketer , Store Manager , and Product Specialist, and we'll give you all the on-the-job training you need. Responsibilities: This is where you will get to the heart of the matter. What specific types of tasks fall under the job title? Get as much detail as possible here. For example, if one aspect of the job is event planning, explain exactly what that looks like for your business. Qualifications and Skills: How many years of experience does your ideal candidate have? What is their educational or professional background? And finally, what kind of soft skills and hard skills do they need? Wages or Wages: Not all employers post wages or salaries, but they should because employees value them. In fact, nearly 1 in 4 job seekers find this to be the most important part of job descriptions, so you should consider including it. 2. Check other job offers

Your brand doesn't exist in a bubble, especially if you're a small business targeting local talent: your competitors are likely recruiting from the same network of candidates as you. And if your competitors are well-established companies, they probably also have valuable recruiting strategies under their belts.

What we're trying to say is don't reinvent the wheel. Pay attention to where your competitors post jobs, how they write their job descriptions and, if possible, how they screen potential candidates.

Then glean what is useful to you. If you're a new business owner, you may not be able to list as many advantages and benefits as your competitors, but you...