Okay, let’s be real. Building a team is hard work. You’ve got the vision, the product and the drive, but finding the right people to bring it all to life? That’s a whole different ballgame.

Right now, everyone is feeling the pinch when it comes to finding good people. But, if you’re running a growing business, especially a small one, you’re probably dealing with unique challenges when it comes to hiring. Why? When evaluating small companies, many candidates have doubts, based on unconscious bias. They are likely to your company the “side eye” because of concerns about not getting paid on time, fitting in or having opportunities to grow.

How can you, as an employer, alleviate these concerns?

Let’s dig in a little more.

Ever get the sense during your recruiting process that potential hires question your company’s legitimacy? I call it the “Is this a real company?” syndrome. As a result, small companies may get fewer quality applications. You’ve probably experience it. Good candidates are unsure — so they take forever to respond to e-mails or ask overly cautious questions about your company’s stability. This means you waste time sifting through tons of so-so resumes, delay critical hires, or end up doing the work yourself. The result? Longer hours for and stagnant growth for your company.

Applicants who haven’t yet worked with small employers may also have concerns about fitting in. They might perceive your workplace as less professional or technologically advanced. More skilled workers may self-select out of the process. This means your talent pool is smaller. You miss out on talented people who could bring invaluable expertise and innovation to your team.

Even when a candidate makes it through the interview process, they may assume your company has limited funding. They may have heard about or worked with small employers who didn’t pay on time, bounced checks, or worse — never paid at all. Whether from perception or experience, this could cause candidates to accept the job role, but continue looking for bigger and better. Which, could lead to a cycle of turnover and re-hiring. Thus, impacting your company’s ability to scale.

Here are a few ways you can combat these barriers:

• Build an inclusive brand – Your company’s story is your strength. Showcase your vision, company values, and diversity on your team. Highlight your successes, the growth opportunities within your company, and the positive impact you’re making. This builds trust and breaks down preconceived notions about your company’s legitimacy.
• Provide a detailed job description – A well-written job description provides clarity and professionalism. It signals that your company has taken the time to clearly define the role and expectations, reducing uncertainty. It also allows you to highlight the skills and experience you are seeking, making it clear that you are looking for qualified professionals.
• Use hiring tools like Indeed, LinkedIn, or Zip Recruiter – These platforms offer a professional presence and lend credibility to your job postings. They demonstrate that you are using established channels for recruitment, which can alleviate concerns about legitimacy. Additionally, these platforms allow you to showcase your company’s profile and branding, helping to establish a professional image.

Remember, building a strong team takes time and effort. By addressing these potential barriers head-on, you can create a hiring process that attracts the best talent and sets your company up to be profitable and sustainable. If you’re ready to break through these hiring challenges and build the team you deserve, let’s connect! Click here to book a FREE Micro-Coaching Session and learn more about how coaching can help.