Want to recruit the top talent, but can’t match the salaries of the big groups? Executive advisor and Pub Leaders Summit keynote speaker, Phill Nosworthy, explains what else you can offer to attract talented personnel.

One of the biggest challenges for any small business is finding the right talent. In big cities, they must compete with large, well known or global organisations that are appealing to job seekers due to their competitive salaries and bonuses. This can be intimidating and present challenges in the recruitment process. However, there are distinguishable career rewards that set small venues apart from the big guns when it comes to employment offerings, giving you a different currency to play with. Highlighting these incentives is key through the recruitment process to ensure that top talent gravitates your way instantly.

  1. Make it about meaning, not just money.

There is solid research indicating that job seekers often look for roles that bring meaning to their lives compared to those that pay more, particularly millennials. In the past ten years, an individual’s career has become an extension of their personal brand; people are yearning to connect the dots between their values and their daily actions, and work is a big part of this. Recognising and promoting your business’ purpose and values can set you apart from the rest. So get clear on what matters to you and how this connects to the decision making process of potential recruits.

  1. Commit to growing them as a professional and as a person.

People will work for you for less money if they know that they will grow massively during their time with you. So double down on your commitments to invest in their skills as a budding entrepreneur or highly skilled contributor. Use your ‘low process’ environments and ‘open door policies’ to their advantage. And take the time to understand where they want to go in their life and career. Anything you can do to support them on that long term journey will be a reason for them to sign up to work with you now.

  1. Give them real work to do.

By giving people real work to do, you can fast-track their career goals by years compared to other larger organisations where they will have to ‘get in line and wait their turn’. So share with your prospective employees how you plan to include them in the real stuff: leadership meetings, executive coaching, exposure to business planning and strategy plans and working closely with all departments.

  1. Make them an insider.

Your prospective employees aren’t just looking for a pay cheque and a place to clock hours – they are looking for a community to be part of. Welcome them into that community! Right from the start, connect them with your tribe and get them plugged in to the circles that you move in. It will make them feel part of something much bigger than just your team, but it also will serve to keep them more securely attached to your business over the long term.

Phill Nosworthy will be delivering the keynote presentation at the 2020 Pub Leaders Summit on Monday 30 March. He will outline practical strategies for maximising your personal potential and the potential of your teams and business in a changing world. To hear more of his insights, register for Pub Leaders Summit tickets today.

Vanessa Cavasinni

Vanessa Cavasinni is the managing editor of Australian Hotelier and Club Management, trade publications for the pub and club sectors respectively. Vanessa has been at the helm of Australian Hotelier since...

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