A common mistake small businesses make is trying to compete on the wrong playing field, as well as not being 100% truthful on what the role involves, as well as the culture and set up of your organisation.

Learn more about protecting your employer brand

You probably can’t offer the same salary as Google or Atlassian, or you won’t have a huge team structure that offers a huge opportunity for structured progression – and that’s okay.

But you can offer things they can’t:

✅ Closer connection to leadership
✅ More influence and ownership over work
✅ Flexible work arrangements
✅ A tight-knit team culture
✅ Faster career progression

Tip: Don’t hide your size. Promote the benefits of joining a small business environment on your careers page and in your job ads.

2. Write Job Ads That Stand Out

Many small businesses default to bland, corporate-sounding job ads. But you’ve got an opportunity to inject some personality and speak to the right candidates.

Here’s what works:

• Use plain, engaging language (ditch the buzzwords).
• Be upfront about your culture and work style.
• Speak directly to candidates who want variety and autonomy.

Example:
“Join a small, agile marketing agency where your ideas shape real campaigns – not just slide decks.”

TalentVine tip: Our platform makes it easy to brief specialist recruiters who know how to tailor messaging for the SME market.

3. Move Quickly (This Is Your Superpower)

Big companies often lose great candidates in a maze of multi-round interviews and red tape.

As a small business, your agility is an asset:

• Streamline your hiring process.
• Communicate fast and transparently.
• Make offers decisively.

Remember: Speed signals a strong culture and helps you land talent before they’re snapped up elsewhere.

4. Leverage Your Network

When hiring for small businesses, don’t underestimate the power of your existing connections:

• Encourage employee referrals.
• Tap into industry networks and communities.
• Use your personal LinkedIn network actively.

Pro tip: Candidates trust word-of-mouth. Your team members and peers can be your best brand advocates.

Learn how to attract qualified candidates

5. Partner with Specialist Recruiters

One of the smartest moves small businesses can make is partnering with recruiters who understand the SME landscape.

Platforms like TalentVine connect you with vetted recruiters who:

• Know how to position your opportunity effectively.
• Understand what candidates value in small businesses.
• Have access to passive candidates who aren’t responding to big-brand ads.

Hiring for small businesses isn’t about shouting louder – it’s about targeting smarter.

Final Thoughts

It’s easy to assume that only big names can attract great talent—but that’s no longer true.

In today’s market, many top candidates value:

• Flexibility
• Impact
• Autonomy
• Culture

All areas where small businesses can shine.

By knowing your strengths, communicating them clearly, and using smart hiring tactics, you can absolutely compete – and win- in the talent market.

Ready to level up your small business hiring?

👉 Start by finding the right recruiter on TalentVine: https://www.talentvine.com.au