Winning the Best Talent: 7 Hiring Strategies for Mid-Sized Companies

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Winning the Best Talent: 7 Hiring Strategies for Mid-Sized Companies

September 19th, 2024 by Amy Suitter

By Bill Benson and Jeff McGraw

Large companies that have name recognition often start with an advantage when attracting talent. Candidates know who they are and they often have a reputation for offering good benefits and opportunities. If you are going to win the best talent you will need to take a strategic approach.

Whether hiring finance or engineering talent, or seeking a specialized skill set, you will often be competing with one of these “name brand” companies. Large companies indeed have larger budgets, talent acquisition teams and the best technology. Here are ways you can improve your win-rate when competing for top talent:

1. Promote the Opportunity to Make an Impact

Employees feel particularly valued for their contributions when they have a noticeable impact on the company’s success. Create an environment where employees are allowed to take on broad responsibilities and projects that offer visibility within the company. Larger company roles tend to be narrower in focus and it is often harder to get noticed for promotion. Feature the ability to make an impact.

2. Focus on Career Development and Promotion Opportunities

As part of the onboarding and integration process, implement professional development plan. Connect the incoming talent with a mentor and develop continuous learning opportunities through on the job training programs. Expose them to broader roles and duties to keep them growing and learning.

Provide clear and attainable career advancement opportunities. In small to mid-sized organizations, employees often have the chance to wear multiple hats and take on new challenges, accelerating their career growth compared to larger companies

3. Fine Tune and Promote your Company Culture

Small to mid-sized companies are often close-knit, empowered, collaborative and more personal than a large company culture. Clarify the differences offered by your company in a way to differentiate yourself from larger companies.

  • Work life balance is important to most employees. Develop comprehensive wellness programs and benefits that address physical, mental, and financial well-being. This can include gym memberships, mental health days, stress management workshops, and financial planning assistance. Offer family-friendly policies such as flexibility to attend a child soccer or football game, flexible working arrangements and work from home options.
  • Engagement with the community. Promote a purposeful culture by offering time off to volunteer in the community. Encourage community involvement which can lead to referrals.
  • Develop partnerships with local universities to tap into their talent pipelines. Offer internships, co-op programs, and collaborative research opportunities to attract emerging talent.

While large companies or “corporate” environments have their benefits, we find that more people enjoy working for small to mid-sized companies where they feel less like a number and have a closer connection to strategic decisions and top executives. Mid-sized companies are often less political, less bureaucratic and offer more direct opportunity and flexibility.

4. Offer Competitive and Flexible Compensation Plans

While you may not match the salary of larger corporations, you can offer customized benefits such as work life balance, flexible work hours, remote work options, or extra vacation days. Consider offering unique perks like student loan assistance, wellness programs, or professional development stipends.

Provide opportunities for employees to have a financial stake in the company’s success through equity options or profit-sharing plans. This can be particularly attractive to candidates looking for long-term growth and investment in the company’s future.

5. Flexibility and Agility

Highlight the ability to work on cutting-edge projects or contribute to innovation in ways that may be less accessible in larger, more bureaucratic companies. Smaller teams can pivot more quickly and implement innovative ideas faster.

Emphasize the benefits of working in an environment where decisions are made quickly, and employees can see the immediate impact of their work.

6. Take a More Strategic Approach to Recruiting

Turn to third party recruiting firms to help target and recruit candidates who are not answering postings. This will give you an advantage over companies who are relying on large advertising budgets.

Offer employee referral programs and encourage your best employees to identify potential past colleagues or classmates. They are often the best advocates to promote the opportunity to like-minded potential employees.

7. Human Touch

Large companies utilize AI and automation to screen and communicate with potential applicants. Hone your communication to be more personal in style and tailored to the individual. Outreach should focus on valuable information to a candidate not what is important to the employer.  In other words, the posting or outreach content should be focused on “attracting” rather than “screening”. Describe what you would like the person to accomplish, which is more appealing than a list of requirements.

Your initial live contact with the candidate should be warm and focused on understanding what is important to them. Large corporations may use automatic messages as a first contact. You can differentiate yourself from the start to build trust with the candidate.

Hopefully these tips will help you win the best talent!

Happy Hunting.

 


WilliamCharles Search Group and Reflex Staffing Solutions Join Forces

April 15th, 2024 by Ima Admin
WmChas & Reflex logos

FOR IMMEDIATE RELEASE

WilliamCharles Search Group and Reflex Staffing Solutions
Join Forces to Expand Executive Search and Professional Recruiting Services
Merging companies under the WilliamCharles brand adds executive search in Pittsburgh and new client services across operations from Michigan to Pennsylvania.

Grand Rapids, MI and Pittsburgh, PA – April 16, 2024 – WilliamCharles Search Group, a leading boutique executive search and professional recruiting firm headquartered in Grand Rapids, Michigan, has announced its strategic merger with Reflex Staffing Solutions, a longtime Pittsburgh-based recruiting firm.

The combined entity will continue operations under the WilliamCharles Search Group brand, significantly expanding its geographic footprint and enriching professional capabilities and service offerings for even more comprehensive client solutions. Broadened capabilities include introducing executive search services in Pittsburgh and further enhancing offerings in engineering and manufacturing from Michigan to Pennsylvania. The team employs five employees in Pittsburgh and six in Grand Rapids.

Jeff McGraw, the former President and CEO of Reflex Staffing Solutions, now serves as Vice President & Managing Director of WilliamCharles Search Group. Partners Bill Benson and Chuck Smeester will continue leading the company. The firm will retain the entire Reflex team, including executive recruiters Karen Stuart and Nancy Rexroad, and has hired Mandy Murphy as Talent Research Manager in Pittsburgh.

“Chuck and I are excited to announce the expansion of WilliamCharles. Joining forces with Jeff and his Reflex team under our banner is a win-win. We’ll further support Jeff on the executive search side of the business in Pittsburgh, and his talented recruiters will help our new client offerings in engineering and additional manufacturing disciplines firm-wide, said Bill Benson, President of WilliamCharles Search Group.

WilliamCharles Search Group and Reflex Staffing Solutions have been leaders in their respective markets for over two decades. They are known for their deep expertise, consultative approach, and robust network of relationships. The merger is a natural progression of their shared values and dedication to excellence, promising to deliver enhanced value to clients and candidates.

“We’ve known Jeff and his team for a long time. Reflex Staffing’s similar relationship-building and discerning, consultative approach is a great fit. Our combined focus on the middle market, family-owned, private equity, and our industry mix dovetails nicely. Our relationship-focused approach is also a great fit with the culture of Western PA. We’re thrilled to launch this new chapter together,” added Benson.

About WilliamCharles Search Group

WilliamCharles Search Group is a boutique executive search and professional recruiting firm focusing on leadership positions up to the C-suite, including President/CEO. Catering to a wide range of industries, WilliamCharles Search Group provides top-tier talent to companies across finance, human resources, operations/supply chain, engineering, sales/marketing, and administration. With a strong presence in Michigan and Pennsylvania, the firm prides itself on its consultative approach, deep expertise, and extensive network of relationships. For more information, visit https://www.william-charles.com/.