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Over the last 12 years, I’ve worked directly with hundreds of small business owners on their hiring, and I’ve seen the same challenge again and again: attracting great people is hard when you’re competing against organisations with deeper pockets. Small businesses lose good candidates far less often on salary than they think. More often, it’s because their genuine strengths never make it into the job ad, the hiring process is slower or less coordinated than a candidate expects, or the role itself is too ambiguous, with unclear responsibilities and no clear business need behind it.
Your business has more to offer than you might realise. A career in small business offers variety, ownership, and real access to the person making the decisions, things a large enterprise simply can’t deliver. This guide is about learning to see that value, present it well, and run a hiring process that gets the right person to say ‘yes.’
Our new guide, How to Calculate a Fair Salary and Secure Top Talent, walks you through:
- Building a salary range instead of a single figure
- What to include in your job ad so you attract the right applicants (and filter out the wrong ones)
- Why the cheapest hire is often the most expensive one
- What small businesses can offer that big corporates can’t
- How to make an offer that doesn’t lose your top candidate to someone faster
