Is Experience Affects Small Business.

The ability to recruit top tier talent is the biggest obstacle affecting the growth potential for small business today. In an economy where so many people are looking for full time employment or a better job, you would think it should not be it hard to find staff, however, the irony is that a small business oftentimes cannot compete on salary and benefits with larger organizations or well-funded venture-backed start-ups, when a worker has the skills needed to fill the position. Keeping employees vested and skilled is a simple yet powerful formula for growth. So, the best way to tackle this obstacle is to recruit those who are passionate about the business and then have each new recruit go through an ongoing employee development and skills training program.

Did you know that small businesses employ almost 60% of the country’s workforce and writes 44% of the country’s pay-checks? That sounds good, but even as entrepreneurs and small businesses provide innovative products and services to keep our country moving forward, their most important contribution may arguably be one of their most difficult tasks: recruiting.

What changes might you make to your job posting to get more strong candidates in the door?

On nearly every job posting you find floating around on the Internet and in print you will find “X years of experience” as a minimum requirement. How do you think experience minimums have affected your recruitment? Did you know that experience minimums can actually kill recruitment? This could keep solid employees from even applying in the first place, and being hired. There are other factors to consider that tend to be much more important than just how long someone has been in a particular field or position.

When an experience minimum is placed on a job posting, it may deter an otherwise strong candidate from applying. So, experience minimums shut strong candidates out. If a job-seeker has every other quality that you are looking for in an employee, like the right certification, educational background, and so on–but they have 4 years of experience instead of 5, they may not apply. And rightly so, because many job-search education pieces suggest not applying for a job if you don’t fit all the requirements. The candidate missed out on a great opportunity to get that fifth year of experience at an awesome agency and your business missed out on having the ability to groom that employee into a perfect staff member for your team, all because of an arbitrary number restriction.

Inefficient, illegal, unethical or slow working also brings years of experience. You might want to rethink the number you put on your experience requirements, since the quality of that experience matters more than the quantity. You may not want to include that at all on a job posting.

Experience minimums don’t make someone a better candidate. Consider the presidency of the United States. Just because someone held office for 4 to 8 years doesn’t necessarily mean that you would hire them to run your company, let alone your country. A job-seeker may be prompted to apply because they have 11 years of experience, if they see that you’re looking for someone with 10 years of experience. But does that complete your requirement?

Adaptability cannot be measured through experience minimums. Regardless of how much experience someone has, if they are not willing to adapt to new technologies, knowledge, and environments, they will be difficult to work with as an employee. An employee who has been working in record-keeping at a big company for 20 years could also be the reason why that company has had a hard time transitioning from paper to electronic records. Someone who is passionate about the job and willing to do hands-on learning is often much more valuable than someone who has ample experience doing things the same way they did when they first began a job.

This willingness to grow and learn helps build your business because employees who can adapt create enterprises that can do the same.

Most small companies don’t need to hire as many workers as their larger counterparts, which means they usually don’t have an in-house recruiting team. But in this age of technology, they can take advantage of many of the same tools, techniques and resources that larger organizations use to attract and land highly sought-after candidates. Contact HyperEffects to chart out a tailor-made tool for your hiring process to be more swift, organised and easy.