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8 Tips For Small Business Hiring In 2022

8 Tips for Small Business Hiring in 2022

Friday, June 17th, 2022

8 Tips for Small Business Hiring in 2022

The labor market is getting bigger, and any small company could use some small business hiring tips.

Job seekers look for organizations with thriving company cultures that nourish team spirit and collaboration. So, it’s vital to work on your corporate culture to stand out from the crowd.

The good thing is those small companies can use the same hiring approaches as big ones, plus you can get assistance from hiring software for small businesses.

With this in mind, we created eight tips for small business hiring in 2022. Check them out and find your next employee soon!

1. Be Clear About Job Roles

The first step to hiring in 2022 is being clear about what roles you need to fill.

Define the tasks and responsibilities for each role, and make sure everyone on your team is on the same page.

It would help if you also understood the skills and experience required for each role. Once you’ve got all that sorted, it’s time to start looking for candidates.

Another critical step is to create precise job descriptions. The more specific you can be about the duties and requirements of the position, the easier it will be to find candidates who are a good fit.

When writing job descriptions, it is vital to be clear and concise.

You want to give potential candidates a good idea of the position without overwhelming them with too much information.

Try to focus on the essential duties and requirements of the role and avoid including unnecessary details.

It can also be helpful to use bullet points or lists to make the job description easier to read. And be sure to proofread your work before posting it to ensure there are no typos or errors.

With a well-written job description, you’ll be able to attract the best candidates for the position.

Don’t forget to include a call to action!

Let candidates know how they can apply for the position, and make it as easy as possible for them to do so.

2. Offer Flexible Working Hours

Flexible working hours can offer many benefits to employees.

For one, it can help with work-life balance.

Employees with young children, for example, may appreciate being able to adjust their work schedule around school hours.

Flexible working hours can also make it easier for employees to take care of personal errands or appointments during the day.

There are a few things to keep in mind if you’re considering offering flexible working hours to your employees.

First, be clear about what flexibility you’re willing to offer.

  • Are you open to employees working from home occasionally?
  • Or do you want to allow more significant schedule changes?

Second, think about how you will communicate with employees about their schedules.

  • Will you use a time-tracking app?
  • Or will employees be responsible for letting you know when they need to make changes to their schedule?

You could also offer remote work to your employees.

The trend of offering remote work options is on the rise, and for a good reason.

Employees are more productive when they’re happy, and studies have shown that employees who have the option to work remotely are more satisfied than those who don’t.

There are a few things to keep in mind if you’re considering offering remote work options to your employees.

  • First, you’ll need to ensure that your company’s culture is conducive to remote work.
  • Secondly, you’ll need to have a clear and concise remote work policy.

3. Check Out Conferences

If you’re on the hunt for top talent, don’t forget to check out conferences and other industry events.

This is an excellent way to network with other small businesses that might be looking for new talent.

You never know whom you’ll meet or what opportunities will come your way, so make the most of these events!

Attending conferences can be a great way to attract job seekers to your small business.

Here are a few tips to make the most of this opportunity:

  • Make sure you have a strong presence at the conference. This means having a well-designed booth that catches the eye and handing out professional and informative materials.
  • Network. Attendees are there to meet new people and learn about new businesses, so take advantage of that by introducing yourself and your company.
  • Have a plan for following up. Get business cards from the people you meet, and follow up with them after the conference.

Who knows, you might find your next great hire!

4. Share Your Company Culture

When it comes to small business hiring, company culture should be at the top of your list of priorities.

After all, culture defines a company and sets it apart from its competitors.

Small businesses are often lauded for their unique company cultures.

Many job seekers specifically seek out small businesses because they desire a more personal and intimate work environment.

If you’re a small business owner looking to hire new employees, communicate your company culture to potential candidates.

Here are a few tips:

First and foremost, be clear about what your company culture is.

  • Do you value hard work and dedication?
  • Do you prioritize employee happiness and satisfaction?
  • Ensure that your values are evident in both your job postings and any interviews you conduct.

Secondly, don’t be afraid to sell your company culture to potential candidates.

Let them know what makes your business unique and why they would enjoy working for you.

Finally, be sure to follow up with candidates after interviewing with you.

Thank them for their time and let them know that you’ll be in touch soon.

This is an excellent opportunity to reiterate your company culture and what it means to work for your small business.

5. Impress Candidates

As a small business owner, you know that hiring great employees is essential to your company’s success.

But what are the best ways to find and impress job candidates?

The interview process is one of the most important aspects of hiring and one of the most difficult to perfect.

After all, it’s hard to get a sense of someone’s true character and qualifications in just a few short conversations.

That’s why it’s so important to make sure you’re doing everything you can to put your best foot forward and impress job candidates.

One way to do this is by preparing ahead of time.

Make sure you have a list of questions that will give you the information you need to decide, and take the time to research each candidate’s background thoroughly.

This way, you can ask follow-up questions to help you get to know them better.

It’s also essential to create a positive impression of your company during the interview process.

Candidates should feel like they’re getting a sense of what it would be like to work at your organization and that you’re genuinely interested in their skills and qualifications.

Take the time to tell them why your company is the best fit for their career, and be sure to follow up after the interview to let them know you’re still interested.

6. Build Your Talent Pool

When you’re looking to hire someone, it’s crucial to build your talent pool.

You can draw from this group of qualified individuals when a position opens up.

There are a few ways to go about building your talent pool.

  • One way is to partner with local colleges and universities. You can establish relationships with professors and advisors to let them know you’re interested in hiring their top students. This is a great way to get access to high-quality candidates.
  • Another way to build your talent pool is through online job boards. You can post positions on popular job boards like Indeed or Monster. This will help you reach a larger pool of candidates.

Once your talent pool is established, you can start the hiring process.

This will be much easier because you’ll already have a group of qualified individuals to choose from.

You should never reject an applicant outright because they’re not the right fit for the current job position.

There’s always a chance they could be an excellent fit for another position.

Plus, you never know when your needs might change, and you’ll need to hire someone with a different skill set.

You’ll always have a talent pool to draw from when you need it by actively hiring.

You’ll also be able to keep track of the most qualified candidates to find them when an opening arises quickly.

So if you want to avoid missing out on great candidates, always keep your hiring process active.

7. Encourage Employee Referrals

When it comes to hiring, employee referrals can be a powerful tool. By tapping into your employees’ networks, you can reach a wider pool of qualified candidates.

Since your employees already know and trust the people they’re referring to; it can help speed up the hiring process.

If you’re not already using employee referrals, you can do a few things to get started.

First, let your employees know that you’re open to referrals. You can do this by emailing or posting a notice in your break room.

Next, offer incentives for employees who refer qualified candidates. This could be anything from a bonus to a free lunch.

And finally, make sure you follow up with the people your employees refer. A simple thank-you note can go a long way.

By following these steps, you can start to make employee referrals part of your hiring process.

And who knows? You might find your next great hire this way!

8. Always Do Onboarding

Onboarding is not just about the first day on the job.

It’s a process that should continue throughout an employee’s first year and beyond.

Onboarding can help new hires feel welcome, adjust to their new roles, and learn the company culture.

A good onboarding program will help new employees understand their roles and responsibilities and how they fit into the company.

It’s important to give new hires all the information they need to succeed in their jobs.

Onboarding can also help them feel like part of a team and not just another cog in the machine.

There are a few things you can do to make sure your onboarding program is successful:

  • Make sure your onboarding program is tailored to the needs of each individual.
  • Create a timeline for each stage of the onboarding process.
  • Set up regular check-ins with new hires to see how they are adjusting.
  • Provide new hires with resources and support throughout the process.

Onboarding is an essential part of employee retention.

Studies have shown that employees who go through a good onboarding program are more likely to stay with a company for longer. Onboarding can be an excellent investment for your company, and it can pay off in the long run.

If you’re not already doing onboarding, now is the time to start. It’s never too late to get started!

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While small businesses have always been the backbone of the American economy, they will be especially crucial in the coming years. As we enter a new era of post-COVID recovery, small businesses will be vital in helping to jumpstart the economy.

The most important thing to remember when hiring for your small business is that the right fit is more important than anything else. Take your time, look at all of your options, and don’t be afraid to ask for help from an outside source if you need it.

VIVAHR can help! With our easy-to-use job posting and applicant tracking tools, you can post your job listings to 50+ different job boards and attract the best candidates for your open positions.

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