Talent management can seem like a term reserved for big corporations, but nothing can be farther from the truth.

Small businesses stand to have just as much, if not more to gain from a strong talent management strategy, particularly when it comes to attracting the best employees.

So how do you compete with the big corporations to ensure you’re luring in the very best talent, even if you don’t have the money or resources of the big players?

Create an Attractive Culture

We’re increasingly hearing reports that employees are no longer only drawn in by a big paycheck and a strong benefits package—they’re more intrigued by corporate culture.

This particularly holds true for Millennial talent, but it really spans across the generations.

Download the free whitepaper Leveraging New Talent Through the Effective Management of Millennials

If you want to have a competitive talent management strategy but you have small business resources, start from the ground-up with your corporate culture. Focus on developing a culture that’s strong, positive and central to everything you do. Let your potential employees know that your focus is on a great culture and that you see them fitting in with it.

Look For Innovators

If you’re a small business owner you likely have a strong entrepreneurial spirit, so look for employees who are the same way.

Many of the most innovative talent shy away from big companies because they feel like they’ll be pigeonholed or they won’t have the opportunity to let their ideas be heard.

As a small company, this can be one of your biggest offerings.

Let recruits know that you embrace their voice and you want to have a collaborative and entrepreneurial workplace.

Look for employees who think outside the box and who may be drawn to the small business setting.

Provide Flexibility

Small businesses are often great places to provide a flexible workplace. If you’re a small business you may not have the bureaucratic roadblocks that can derail flexible work opportunities, so take advantage and you’re more likely to attract stronger talent.

If you have an employee who prefers to come in later and work later, and that’s something that works within your business framework, let them do it.

If telecommuting is an option, go for it.

You have the advantage in these situations because you have less employees to manage so you can still make sure things are working the way they should while being creative with the workplace.

Be Inventive With Perks

If you’re a small business you may not be able to follow in the footsteps of Google and have a huge megaplex with a gym and every amenity your staff could want, but that doesn’t mean you can offer creative and attractive perks to employees.

For example, offer free lunches every day or purchase inexpensive gym memberships for your employees. It doesn’t have to cost a lot to be meaningful to potential employees and it shows you’re willing to go above and beyond for your employees, even though you’re small.

Demonstrate to Employees How They Can Be Part of Something Long Lasting

If you’re looking for top talent for your small business, particularly if you’re trying to recruit high level employees, you need to let them know your company has staying power and that you see them fitting in with your long-term business goals.

Lay out your goals and objectives and really sell yourself to recruits in terms of the value your company can bring to their life.

In order to do this, you’re going to have to be clear on what your business goals are, and the trajectory you plan to take, so just as a larger company lays out all of this information in a cohesive way, as a small business you should do the same.

Are you a small business owner? If so, how do you work on finding, attracting and keeping the best talent, even with limited resources?

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