How to attract top talents in small business recruitment

Looking at the annual campus recruitment, it seems that the momentum and scale are destined to cut off the biggest "cake". They also dominate various mainstream employer brands. Most large enterprises have developed their own employer brands. It seems that all talents are willing to devote their lives to it. It's a pipe dream for small enterprises to compete with it. It is precisely because of this that large enterprises have inspiring leadership teams and can create more temptations. Word-of-mouth corporate brand stories have also attracted most job seekers in the talent market. It is precisely because of this that when faced with the talent competition of large enterprises, many small enterprises either stay at a respectful distance from others or settle for the second best. Is top talent just the dream of small businesses? Create a brand story to explain the potential of your company. Many small businesses are worried that it will be difficult to attract top talents to join by themselves and enterprises, and simply give up this idea. Actually, this is a misunderstanding. Many entrepreneurial enterprises in Silicon Valley can dig top talents from world-class companies such as Facebook, Google and Apple, not by the size and strength of the company. Both the top talents and the most ambitious candidates want to join a company with great vision and great potential. They are willing to cooperate with such a company and do their part to show their self-worth in the journey of becoming the next Facebook or Google or an equally important company in the industry. Therefore, your brand story should not be too formal, just describe yourself as a small enterprise, and you should try your best to show that you will be the next giant in your field and major, or have unlimited potential. This attractive description may include the following contents: a clear vision, an ambitious staff number or income growth plan, a new product release plan, a planned new company or alternative target, etc. Joining a small business is more risky? No! Many top talents refuse to join small businesses, mainly because they are worried that small businesses will not be guaranteed. After all, there are only a handful of successful startups, and during the Internet bubble, companies that closed down in an instant abound. Whether the enterprise can run well, whether the management can allocate resources reasonably and provide necessary support and team for its success. Are all things that top talents doubt when choosing small businesses. At this time, you may need to break this rumor. Think about the big companies 20 years ago. How many are left now? Although small companies have no history of 20 years, they are on the way to becoming big companies. At present, things are unpredictable, and new enterprises and technologies emerge one after another, which makes business full of uncertainty. Does not mean that large enterprises have better protection. Whether it is a large enterprise or a small enterprise, it will encounter the risk of competition and may fail. Even if large enterprises have not closed down, the closure of a product line or a market region will lead to adjustment or layoffs. Therefore, whether joining a large enterprise or a small enterprise, the risks of the two are equivalent. Recruiting many small enterprises on the basis of flexibility will give priority to recruiting people when recruiting. However, when recruiting top talents in core positions, it is best to comprehensively measure whether they meet the requirements of enterprises from the perspectives of culture, attitude towards life, behavior and values, even if it takes a long time, it must be perfect. If you recruit him, he will soon run away with the company's information, which is not worth the candle. Meeting the right person may not completely capture his heart. Sometimes, you can give them enough flexibility to become freelancers or part-time employees instead of insisting that they become your full-time or long-term employees, which may better arouse their interest. Although this form of employees costs more, their salary is related to performance and allows them to manage themselves. It is not impossible for them to form a recognition of the enterprise in the process of cooperation and become long-term employees. Focus on talents who may be laid off by large enterprises. If you want to recruit top talents, you must always pay attention to the trends of large enterprises in the industry or in the region. Sometimes it is poor management, sometimes it is strategic adjustment, and large enterprises will have layoffs. When there is an intention to lay off workers, these enterprises will start the resettlement project for laid-off workers. At this time, you can contact these enterprises and make you the next home of the employees who are about to lose their jobs. Some people may say that the laid-off employees are all "eliminated products", but have you ever thought about how good they were before they were selected by this company? Moreover, during their tenure, they all received professional training from large enterprises and their ability was guaranteed. If you can sign them before the layoffs, not only can you have a reasonable "transaction price", but they will also cherish the hard-won job opportunities-if the recruitment behavior happens after the layoffs, you may not be able to win the competition. Small businesses also have employer brands, tell them! Large enterprises have the advantages of large enterprises, and small enterprises have the advantages of small enterprises. You can't compete with large enterprises for norms, Biffoli treatment and resources, but working in a small enterprise will give you more autonomy and independence, more opportunities to get in touch with executives and customers, more diversified work content and greater flexibility. For top talents, they can also get close to the final product and see with their own eyes how their labor results were born and how much they contributed to the final product-the sense of accomplishment is self-evident. These are the points where you can attract top talents. For a small enterprise, even if there is investment, it is impossible to see results soon. Only when employees are complete and talents are sufficient can we really make good products, and whether we can grab and dig top talents is the key. Competing with big companies? If you master the method, you can still be the ultimate winner.