HR Face-Off: Small Business vs. Big Business

Have you ever worked for a small business and a large business before? If you have, then you’ll notice the difference in management between both enterprises. This is especially true in regards to their human resources department.

In our new infographic, we reveal the major HR differences between a small business and a corporation. That way, you can see which type of firm fits best with your needs and wants.

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HR for Startups: 3 Tips to Developing an All-Star Team

Every startup is different and has its own unique qualities. Whether it’s your team, service, or product, your startup is special in its own way. However, there are some similarities among startups. One of them is the necessity to sacrifice time and energy to developing your business. That being said, no founder can grow their startup without a proper team behind him/her. But how can you recruit the best talent to ensure that your team will make your startup prosper?

Well, here’s a hint: it’s not about recruiting the best team, it’s about growing one. If you’re like most startups with limited capital, you won’t be able to acquire the best talent in your market. However, that doesn’t mean you’ll never have a quality team behind you; it just means you have to offer more than just a salary for you to gain one.

Luckily, I will help you head in the right direction, even with your limited budget. Here are 3 ways to develop an all-star team to help you reach startup success.

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Startup HR: Should You Be Outsourcing HR?

When you think of startups, I bet you think of the popular companies that are raking in millions of dollars in revenue. From Uber to Tesla, startups have been a growing trend in today’s society. However, not all startups are successful, and not all of them are able to obtain quality investors to support them. For those without any investors, you’re looking at a lower budget and a larger workload.

But here’s some good news to startups with low capital.

You can still compete with those VC backed startups!

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The 3 Biggest Small Business Hiring Mistakes

Believe it or not, hiring is similar to dating. At first, you ask general questions to see if he/she has any traits that you’re looking for. Then, after a long period of time (usually), you decide to take the relationship to the next level.

Now, think of the “next level” as the job offer that a business owner makes during the hiring process. Like a relationship, the process of hiring a new employee takes time, energy, and money.

That being said, a lot of employers don’t take recruitment as serious as they should. I’ve heard way too many stories of small business owners who hired a new employee, only to have him/her leave after a couple of months. This is the last thing that any employer would want.

That’s why I’m here to share the 3 biggest hiring blunders you can make for your small business, so you can improve your hiring procedure:

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Less Money, Less Benefits, And I Love It

A couple of years ago, I once worked for a prestigious company with a well-established reputation for its services. I was given a full-time job with a health salary, full benefits, a 401(k), and 2 weeks of vacation time. It was a job that every fresh-out-of-college student would want to receive right after graduating. Six months later, I left the company.

There were several reasons why I chose to leave, but the biggest reason for my departure was due to its workplace culture. I was constantly surrounded by snobby, negative employees who always seemed to belittle their co-workers. Most employees were constantly criticizing one another for the smallest things, some of which had nothing to do with work. Tensions were so high that at one point, an employee stormed out of his manager’s office yelling, “F**k this place, I don’t deserve to be treated like this!”.

Even though I was admired by friends and family for working at this well-known firm, I knew I couldn’t stay for long. Next thing you know, I gave in my two weeks notice and never turned back.

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What They Don’t Tell You About Entrepreneurship

So you’ve decided to quit your full-time job to start you own business. You have a great business idea with a well-thought-out business plan, and you have the passion to commit your entire life to growing your small business into an empire. You’re excited to begin your new journey and already day-dreaming about shaking hands with investors like Mark Cuban and Warren Buffet. What could go wrong right?

A lot. A lot of things can go wrong.

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3 Unique Perks to Recruit Top Talent

Acquiring and keeping the best employees are getting more difficult every year. Even once a person is hired, he can decide to leave your company whenever he/she chooses. In some cases, you realize your new worker isn’t as productive as you would have hoped, which may lead to early termination.

Hiring an employee is not an easy task. It takes time, effort, and money to find and hire the right person for the job, so it makes sense that employers want to get the best bang for their buck, so to speak.

Unfortunately, if you aren’t well-known in your industry, you’re already at a disadvantage. Large corporations like Google or Zappos already have a well-known company reputation, which attracts talented workers to join their company. Let’s be honest, high quality employees would rather work for a company like Google rather than a small tech firm.

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