Column: Small companies can attract great employees, too

BY ADAM SAMPLES

Small companies typically lack the resources to provide the eye-popping perks some large companies can. Extras like fitness classes, pet-walking services, adoption reimbursement and even on-site pharmacies or bowling alleys can no doubt be enticing to job applicants, but that doesn”™t mean smaller firms are always at a disadvantage when recruiting. There are plenty of benefits of working for a small or midsize firm that big companies can”™t provide.

Emphasize those things with job candidates and you can tip the scales in your favor. Here are some common small-company assets worth promoting to candidates:

Access to management ”” The management structure in small firms usually isn”™t as layered as it is at larger firms, so employees can interact with and learn from leadership on a more regular basis. Getting a meeting with the owner or president can be as simple as walking down the hallway, knocking on the door and sitting down for a discussion.

Professional growth ”” Job responsibilities often are less rigid at smaller companies, which means employees can jump in and help with tasks that don”™t necessarily fall under their job description. This can translate into exposure to a variety of new and interesting projects. Also, when workers are on a smaller team, they have more opportunities to learn about and assume more challenging tasks earlier in their careers. This can be appealing to ambitious candidates eager to put their knowledge to the test and advance professionally.

A clear role in the company”™s success ”” Because there are fewer levels of approval at small firms, good suggestions can be implemented more quickly. For that reason, employees at small companies generally have an easier time seeing the effects of their work. As their proposals come to fruition, they can watch their ideas change and improve the way the organization handles its daily business. Few things provide more motivation or satisfaction at work.

Less red tape ”” In general, there are fewer hoops to jump through at a small firm than there are at a large company, which means things can get done on a quicker timetable. If there”™s a new software application on the market that an employee thinks would be useful for the company, for example, the decision makers in the firm can consider acquiring it right away, rather than scheduling a series of meetings to discuss it or starting an extensive approval process.

Credit for work ”” Office politics in small and midsize companies are often less of a concern simply because there aren”™t as many employees. If someone makes a notable contribution, they”™re more likely to get credit because there”™s a good chance that coworkers witnessed the success (or at least the work that led up to it) with their own eyes, making it more difficult for someone to take responsibility for an achievement that wasn”™t really their own.

Family atmosphere ”” Employees at small firms have more opportunities to get to know everyone in the organization. They”™re not limited to working with just the people in their own departments. Accounting professionals may even sit next to sales, marketing or other staff. Asking for help or advice from a colleague in another department can be as simple as turning to the person in the next cubicle. When there”™s a company party, there are no unfamiliar faces or names. All of these factors can make employees feel like they”™re part of a family that”™s striving toward the same goal, which in turn can provide a great deal of job satisfaction.

When recruiting, make sure you emphasize these benefits from the very start. Craft your job ads so they communicate the appealing qualities of joining your team. That way, the best and brightest will be motivated to apply. When you start to interview applicants, schedule some time for top candidates to meet with your employees, and let your people help sell your company. They are in the strongest position to talk about the everyday benefits of work life at a small firm.

Remember, though, that you shouldn”™t have to work too hard to convince a promising candidate to join your team. The benefits of working for a small firm are many; if you”™ve made a persuasive case and a competitive offer and the candidate is still reluctant to say yes, it may be best to move on. Not everyone is suited to working for a small firm, and you want to hire people who truly have the interest and motivation to be successful at your company.

Adam Samples is regional manager at specialized staffing firm Robert Half. He oversees operations in the company”™s White Plains, Stamford and Danbury locations. He can be reached at 914-682-8842 or adam.samples@roberthalf.com.