How To Attract Top Talent In Small Business Recruitment

< p > large enterprises have inspiring leadership teams to create more enticement. The story of company brand that attracts word from mouth also attracts most job seekers in the job market.

It is precisely because of this, when faced with large enterprises to compete for talent, many small businesses either retreat or retreat.

Is the top talent just a dream for small businesses? < /p >

< p > < strong > create a brand story to illustrate the potential of your company < /strong > /p >

< p > a lot of small businesses are worried that it is difficult for them to attract top talents to join themselves in the strength of themselves and enterprises, so they simply give up the idea.

In fact, this is a misunderstanding. Many entrepreneurial enterprises in Silicon Valley can dig top talent from Facebook, Google, apple and other world-class enterprises, and they are not relying on the size and strength of the company.

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< p > Zuckerberg has a very classic "100 times talent theory". He thinks, "the extraordinary top talent is not only a little better than other excellent talents, but 100 times better."

It shows that he attaches great importance to top talent.

Facebook is not born to be a big company. In the early days of entrepreneurship, Zuckerberg will also face such a difficult problem.

His approach is to persuade the candidate to tell the candidate how he will change the world.

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< p > top talent and most ambitious candidates want to join a company with great vision and great potential.

They are willing to work together with such a company to achieve their own strength in the journey of becoming the next Facebook or Google or the equally important company in the industry.

So, you can't be too cautious about your brand story. Just describe yourself as a small business. You should show as much as you can be the next giant in your field and profession, or have unlimited potential.

In this seductive description, it may contain the following contents: clear vision, ambitious employee number or revenue growth plan, new product launch plan, planned new company or alternative target.

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< p > if you only introduce your business, but do not show your vision, you can hardly attract aspiring talents.

If you want to compete with big companies for top talent, then you need to present an ambitious and exciting future, so that people can fully understand and imagine how they succeed and grow in it.

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< p > < strong > joining small businesses is more risky. Wrong! < /strong > /p >

< p > many top talents are excluded from joining small businesses, mainly because they are worried that small businesses are not guaranteed.

After all, only a few start-ups succeed, and in the era of Internet bubble, enterprises collapsed instantly.

Whether a company can manage well, whether the management is reasonable in allocating resources, and provide the support and team needed for success is all what the top talent is concerned about when choosing a small business.

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At P, you can break this rumor.

Think of the big companies that existed 20 years ago. How much do they have now? Although small companies haven't had 20 years of history, they are on the way to becoming a big company.

At present, the world is unpredictable, new businesses and technologies emerge one after another, making business full of uncertainty, which does not mean that big enterprises have better protection.

Whether big enterprises or small enterprises, they will face the risk of competition, and they may fail.

Even if a large enterprise fails, a certain product line or a market area fails, and it will also lead to adjustment or layoffs.

So whether joining a big business or a small business, the risks are quite similar.

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< p > < strong > < a > href= > http://www.91se91.com/news/index_c.asp > recruitment > /a > /strong > /p > on the basis of elasticity.

< p > a lot of small businesses will take the first consideration when recruiting people.

However, when recruiting top talents in core positions, it is best to measure whether they meet the requirements of enterprises in terms of culture, attitude towards life, behavior and value. Even if it takes a long time, they should be perfect.

If you recruit him to come in, he will soon run away with the company's data, and it will be a loss.

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< p > meeting the right person does not necessarily capture his heart. Sometimes, do not insist on making them a full-time employee or a long-term employee. They can give them enough flexibility to become freelancers or part time jobs and perhaps more interested in their interests.

Although the cost of employees in this form is higher, their remuneration is related to performance and can be self managed.

When they are in the process of cooperation, the recognition of enterprises is becoming impossible.

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< p > < strong > focusing on talents who may be a href= "http://www.91se91.com/news/index_c.asp" and layoff /a > /strong > /p >

"P" to recruit top talent, and always pay attention to the trend of large enterprises in the industry or in the region.

Sometimes it is bad management and sometimes strategic adjustment. Large enterprises will face layoffs.

When there are layoffs, these enterprises will start resettlement projects for the laid off employees. You can then contact these enterprises to make you the next unemployed employee.

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< p > some people may say that the laid off employees are all "knockout products". But have you ever wondered how good they were before they were selected by this enterprise? And during their stay, they had received professional training of large enterprises and were able to ensure their ability.

If you can sign them before layoffs, they will not only have a reasonable "paction price", but they will also cherish the hard won job opportunities. If recruitment occurs after layoffs, you may not win the competition.

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< p > < strong > small businesses also have < a href= > http://www.91se91.com/news/index_c.asp > employer brand < /a > tell them! < /strong > /p >

< p > large enterprises have the advantages of large enterprises, and small businesses have the advantages of small enterprises.

Small businesses can't be more standardized, welfare, and resources than big enterprises. But in small businesses, you will have more autonomy and independence, more opportunities to contact senior management and customers, more work content and greater flexibility.

For top talent, you can also closely relate to the final product, see how your labor results are born, and how much value you contribute in the final product - the sense of achievement is self-evident.

These are one of the essentials that you can attract top talent.

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< p > for a small business, even if there is investment, it is impossible to see results very soon.

Only when the staff is complete and the talents are enough can the real products be produced.

Compete with big enterprises, master the methods, and you can still be the ultimate winner.

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