Find Employees for Your Small Business: Step-by-Step Guide

Learn proven strategies to find employees for your small business with our step-by-step guide, including job boards, hiring process, and onboarding tips.

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Finding the right way to find employees for your small business can be a challenging task. This expanded step-by-step guide will help you navigate the recruiting process, starting with free methods and then moving on to paid options.

Step 1: Leverage Your Existing Network and Employee Referrals

Personal Network

Begin by tapping into your personal network, including friends, family, and acquaintances. They might know someone who would be a perfect fit for your open leadership position. Don’t be afraid to ask for help, as your personal network can be a valuable resource.

Employee Referral Program

Establish an employee referral program to incentivize your current employees to recommend qualified candidates. Offer bonuses or other rewards to hiring employees for successful referrals from existing employees. This not only helps you find new employees but also boosts morale and engagement among your existing staff.

Step 2: Utilize Social Media Platforms


LinkedIn is a professional networking platform that allows you to connect with potential candidates, share job postings, and showcase your company culture. Create a company page, join relevant industry groups, and actively engage with potential candidates to attract qualified applicants.


Facebook offers various tools for businesses to post their job posts and openings and reach potential candidates. You can create a dedicated jobs tab on your company’s Facebook page, post a job description and openings in relevant groups, and utilize Facebook ads to target specific demographics.


Twitter can help you find potential employees by sharing your job postings with relevant hashtags and engaging with potential job candidates there. Make sure to use industry-specific hashtags and follow industry leaders to stay updated on trends and other ways to find employees and potential candidates.

Step 3: Post on Free Job Boards and Your Company Website

Free Job Boards

Take advantage of free job boards, such as Indeed and Glassdoor, to find employees online and post your job openings. These platforms have millions of users, increasing the chances of finding the right candidates for your positions.

Company Website

Create a career page on your company website to share open positions, provide information about your company culture and benefits, and offer an easy application process. This not only helps you attract potential candidates but also establishes your company as an employer of choice.

Step 4: Partner with Local Educational Institutions

Local Universities and Colleges

Establish relationships with local universities and colleges to have career fair and tap into a diverse pool of potential candidates. Attend career fairs, work with career services offices at local colleges, and post job openings on their job boards.

High Schools and Vocational Schools

High schools and vocational schools can be valuable resources for finding hourly employees or entry-level workers. Attend job fairs, partner your job board with guidance counselors, and post job openings on their job boards to connect your job board with potential candidates.

Step 5: Create Compelling Job Descriptions

Write clear, detailed, and engaging job descriptions to attract the right candidates. Include the job title, responsibilities, requirements, and expectations, as well as information about your company culture, compensation, and benefits.

How to Write a Compelling Job Description

A well-written job description is crucial to attracting the right candidates for your open positions. It serves as an introduction to your company and the role, and it provides essential information that helps job seekers decide whether to apply. To create an effective job description, follow these guidelines:

Start with a Clear Job Title

Choose a good job description or title that accurately reflects the role and is easily understood by potential candidates. Avoid using vague, creative, or overly technical titles that might confuse job seekers or make it difficult for them to find your job posting in search results.

Provide an Engaging Overview

Begin your job description with a brief overview of the role, its purpose, and its importance within your company. This section should be engaging and provide job seekers with a clear understanding of the position and how it contributes to your organization’s success.

Outline Key Responsibilities

Clearly outline the main responsibilities and duties of the role, using bullet points or a numbered list for easy readability. Be specific and use action verbs to describe each task. This will help potential candidates understand what will be expected of them in the position.

Detail Qualifications and Requirements

List the required qualifications, skills, and experience for the role. This may include education, certifications, technical skills, and relevant work experience. Be specific about the level of expertise required, as this will help you attract candidates who are well-suited for the position.

Describe Your Company Culture

Give job seekers a glimpse of your company culture by sharing information about your mission, values, and work environment. This can help potential candidates determine whether they would be a good fit for your organization and may encourage them to apply.

Highlight Compensation and Benefits

Clearly state the compensation range for the position, as well as any additional benefits and perks your company offers. This might include health insurance, retirement plans, flexible work arrangements, or professional development opportunities. Providing this information can help attract candidates who are looking for competitive pay and benefits.

Include an Equal Opportunity Employer (EOE) Statement

To ensure compliance with employment laws and demonstrate your commitment to diversity and inclusion, include an Equal Opportunity Employer (EOE) statement in your job description. This statement should affirm that your company does not discriminate based on race, color, religion, sex, national origin, age, disability, or any other protected status.

Add a Clear Call to Action

End your job description with a clear call to action that encourages potential candidates to apply for the position. This might include instructions for submitting a resume and cover letter, a link to your online application form, or contact information for your hiring manager.

By following these guidelines, you can create a compelling job description that clearly conveys the requirements and expectations of the role, while also showcasing your company culture and values. This will help you attract qualified candidates who are well-suited for the position and interested in joining your team.

Step 6: Consider Paid Job Boards and Job Posting Sites

Paid Job Boards

If you’re not finding the right candidates through free methods, consider using paid job boards and job posting sites like LinkedIn, Glassdoor, and industry-specific platforms. These online job boards and sites can help you reach a wider audience and increase your chances of finding the best employees.

Niche Job Boards

Industry-specific or niche job boards can be particularly useful for finding specialized or experienced candidates who may not be actively looking for work through traditional job search channels. Research and utilize a job search engine site or offline job boards, that cater to your industry or the specific skills you’re seeking.

Step 7: Attend Job Fairs and Industry Events

Career Fairs and Networking Events

Attending career fairs and networking events can help you build relationships with potential and prospective employees themselves, as well as other small business owners and hiring managers who may have valuable insights and connections.

Industry-Specific Events

Industry-specific events can be particularly useful for finding specialized or experienced candidates who may not be actively looking for work through traditional job search channels.

Step 8: Utilize SEO, Social Media Advertising, and PPC Campaigns

As a small business owner, you can benefit from the expertise of a company like Get X Media, which offers website design, SEO, social media advertising, and PPC services for small businesses. Optimizing your website, leveraging social media, and running targeted PPC campaigns can help increase your online visibility, making it easier for job seekers to find your company and open positions.

SEO for Job Postings

Optimizing your employers post job listings and postings for search engines involves incorporating relevant keywords, creating informative and engaging content, and structuring your postings in a way that makes them easily crawlable by search engines. This can help increase their visibility and make it easier for job seekers to find them online.

Keyword Research

Perform keyword research to identify the most relevant and popular search terms related to your industry, job titles, and desired skills. Incorporate these keywords naturally into your job postings to improve their search engine rankings.

Create Quality Content

Ensure your job postings are well-written, informative, and engaging. This can improve their rankings in search engine results and make them more appealing to job seekers.

Social Media Advertising for Job Postings

Social media platforms like Facebook, LinkedIn, and Twitter offer advertising options that can help you target specific audiences based on factors such as location, job title, and industry. Creating targeted social media ads can increase the visibility of your job postings and help you reach qualified candidates who may not be actively searching for jobs on traditional job boards.

Choose the Right Platforms

Identify the social media platforms most relevant to your target audience and focus your advertising efforts on those channels. For example, LinkedIn is an excellent platform for targeting professional job seekers, while Facebook may be more suitable for reaching a broader audience.

Create Engaging Ads

Design eye-catching, informative ads that clearly communicate the benefits of working for your company and the requirements of the open positions. Include a clear call to action that encourages users to click on your ad and apply for the job.

PPC Campaigns for Job Ads

Running targeted PPC campaigns on platforms like Google Ads can help drive traffic to your job ads and improve the chances of attracting qualified candidates. This can be particularly useful for niche or hard-to-fill positions, as it allows you to target specific keywords and demographics to find the right candidates.

Develop a Targeted Keyword Strategy

Identify the most relevant and popular keywords related to your open positions and industry. Use these keywords in your PPC campaigns to target job seekers who are actively searching for jobs using those terms.

Set Up Conversion Tracking

Monitor the performance of your PPC campaigns by setting up conversion tracking. This will help you determine which ads and keywords are driving the most applications, allowing you to optimize your campaigns and allocate your budget more effectively.

By leveraging the expertise of Get X Media and implementing a comprehensive strategy that includes SEO, social media advertising, and PPC campaigns, you can significantly improve the visibility of your job postings and increase your chances of attracting top talent for your small business.

Step 9: Invest in Printing Services and Custom Apparel

Using Get X Media’s printing services and custom apparel can help you create eye-catching promotional materials, such as “help wanted” signs, brochures, and branded clothing. These items can help you spread the word about your open positions and attract local candidates.

Promotional Materials for Job Openings

Using promotional materials to advertise your job openings can help increase awareness and encourage potential candidates to apply.

Custom Apparel for Recruiting Events

Wearing branded apparel at recruiting events can help create a professional image and demonstrate your commitment to finding quality employees.

Step 10: Offer Competitive Compensation and Benefits

Competitive Pay

Offering competitive pay can help attract and retain the best candidates for your small business. Research industry standards and salary expectations for the positions you’re hiring to ensure you’re offering fair compensation.

Benefits and Perks

Offer a comprehensive benefits package, including health insurance, retirement plans, and paid time off, to make your company more attractive to potential and current employees. Additionally, consider offering unique perks, such as flexible work schedules, professional development opportunities, or remote work options, to differentiate your small business from competitors.

Step 11: Develop a Structured Interview Process

A structured interview process can help ensure that you’re evaluating all candidates fairly and objectively. This can help you identify the best candidates for your open positions and reduce the risk of making poor hiring decisions.

Consistent Interview Process

To establish a consistent interview process, start by creating a standard set of interview questions that focus on the key skills and qualifications required for the position. Use the same set of questions for each candidate to help maintain consistency and reduce bias in your evaluations.

Screening and Multiple Interview Rounds

Incorporate different stages in your interview process, such as phone screenings, first-round interviews, and final-round interviews. This can help you narrow down your candidate pool and evaluate applicants more thoroughly before making a final decision.

Behavioral and Situational Interview Questions

Incorporate behavioral and situational interview questions into your interview process to assess a candidate’s ability to handle real-life work situations and challenges. These questions often start with phrases like “Tell me about a time when…” or “Describe a situation where…” and can provide valuable insights into a candidate’s problem-solving skills, adaptability, and overall fit with your company culture.

Involve Team Members in the Interview Process

Include relevant team members in the interview process to get a variety of perspectives on each candidate. This can help ensure that the candidate is a good fit not only for the role but also for the team and company culture.

Step 12: Create a Structured Onboarding Program

A comprehensive onboarding program can help new hires feel more comfortable and confident in their new roles, improving employee retention and overall job satisfaction.

New Hires and Onboarding Process

To create a structured onboarding process, begin by developing a checklist of tasks and activities that recruit employees and new hires should complete during their first few weeks on the job. This may include orientation sessions, training workshops, and one-on-one meetings with managers and team members.

Documentation and Resources

Provide new employees with an employee handbook, policies, and procedures, as well as any necessary training materials or resources. This can help to hire employees and ensure that they have a clear understanding of their responsibilities, the company culture, and the expectations for their role.

Assign a Mentor or Buddy

Pair new hires with a mentor or buddy from their team who can provide guidance, support, and advice during the onboarding process. This can help new employees feel more connected to their team and improve their overall experience.

Ongoing Support for Future Employees

Providing ongoing support and resources for your employees can help them continue to grow and develop in their roles, leading to a more engaged and productive workforce. Offer opportunities to local employees for professional development, such as workshops, training sessions, and mentorship programs, to help employees build their skills and advance their careers.

By developing a structured interview and onboarding process, you can help ensure that your new hires are set up for success from day one, leading to a more productive and satisfied workforce.

How Get X Media Can Help Your Small Business Attract Top Talent

Although Get X Media is not a staffing agency, our expertise in website design, SEO, PPC, printing services, and custom apparel can help your small business attract top talent. By increasing your online visibility, creating eye-catching promotional materials, and optimizing your company website, we can help you effectively showcase your open positions and company culture. Contact us today to learn more about how our services can support your recruitment efforts and help you find the best employees for every job opening at your small business.

Step 13: Leverage Remote Work Opportunities

Remote Job Boards

In today’s increasingly digital world, remote work opportunities across multiple job sites are becoming more and more popular. Post your job openings on remote job boards like We Work Remotely,, and FlexJobs to connect with talented individuals who prefer to work from home or other remote locations.

Highlight Remote Culture

When advertising your job openings, emphasize your company’s remote work culture, including the tools and resources you provide to support remote employees. This can help attract candidates who value flexibility and autonomy, and may broaden your pool of potential applicants.

Step 14: Utilize Staffing Agencies and Professional Networks

Staffing Agencies

Although Get X Media is not a staffing agency, working with a staffing agency can be a helpful resource in finding good employees for your small business. Staffing agencies have access to a vast network of job seekers and can help you find the right candidates quickly and efficiently.

Professional Networks and Associations

Joining professional networks and associations related to your industry can provide access to a community of potential employees. Attend networking events, participate in online forums, and collaborate with other industry professionals to expand your network and increase your chances of finding the best employees for your business.

Step 15: Keep Track of Past Applicants

Applicant Tracking Systems (ATS)

Using an applicant tracking system (ATS) can help you manage and organize your job applicants more effectively. An ATS can save time by automating parts of the recruitment process and help you keep track of past applicants who may be a good fit for future positions.

Revisit Previous Candidates

When new positions open up, revisit past applicants to find employees who were strong candidates for previous jobs but didn’t get the job. They may still be interested in working for your company, and reaching out to them can save time in the hiring process.


Finding the best employees for your small business is an ongoing process that requires strategic planning, persistence, and adaptability. By following this comprehensive step-by-step guide, you can streamline your recruitment efforts and increase your chances of attracting top talent. Remember that Get X Media is here to support your small business with website design, SEO, PPC, printing services, and custom apparel. Contact us today to learn more about how our services can help you find great employees and grow your business.

Editorial Process

At Get X Media, our editorial process is driven by a blend of top-tier digital marketing services and content creation, all tailored to guide business owners in making informed online buying decisions.

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I’m Corey Hayes, marketing geek with 20+ years in web design, SEO, digital marketing & business automation. I am the CEO & Head of Growth at Get X Media, a company that helps small B2C businesses grow. Acting as CMO for clients, I’ve led 6-7 figure companies using cutting-edge tech and new-age marketing strategies. Passionate about travel, photography & video, I serve as a reliable resource for business growth.

Corey Hayes

CEO & Head of Growth

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