It's pretty clear that software development – for example Customer Relationship Management (CRM) systems – is needed for a company to improve. But this is often a real challenge for a small business. That’s because they need to hire and keep skilled developers in the face of budget limitations, market forces and changes in the technical environment.
This means that if you run a small business, you have a need for ongoing development, but can’t find the staff you need. Sound familiar?
Maybe so. That’s why, in this article, we'll share seven practical tips for small businesses to attract and keep the talent they need.
1. Define Clear Job Roles
When you're about to hire a developer, it's really important to make sure you're clear about what the job involves. So to start with, work out which system (like HubSpot or
Salesforce) you want to use. Having a clear idea of what you're looking for helps you find the right person for the job and makes sure you're attracting candidates with the experience you need.
Look for people who can handle key responsibilities like database management, custom development, automation setup, and analytics. Let them know what you expect from them. This will include getting the system up and running, combining it with other processes, and keeping it in good shape.
2. Look At Outsourcing
Outsourcing is a great way to get the expertise you need without breaking the bank. Hiring a full-time developer might be too expensive, so think about using freelancers or maybe
nearshore outsourcing companies that know all about this kind of thing. This way, you can get the specialized skills you need exactly when you need them. Nearshore outsourcing is used a lot because it's in the same time zone and there's a good cultural fit. There are platforms that include Upwork or Toptal, and specialized agencies can link you to people who know the industry inside out.
On the other hand, outsourcing can be useful for ecommerce businesses of all sizes. And companies like
Elogic Commerce can help you create B2C & B2B solutions that are custom-made exactly for your needs. Not only does this make it easier to run the business, but it also gives customers a better experience. And it keeps costs down, too.
3. Use Recruitment Specialists
It can be really tough to find top talent, so it's often a good idea to partner with a recruitment agency that specializes in tech roles. These people have lists of skilled applicants and can help you find people who fit the profile you're looking for. They know all about the latest trends and can give you the lowdown on what to pay and what skills to look for in the candidates you see.
On top of that, recruitment specialists often do the pre-screening, which saves you a lot of precious time by delivering candidates who are already qualified. Which is, again, another cost saving.
4. Offer Competitive Pay
It's important to offer competitive pay to attract and keep top developers, especially for small businesses. Check out the going rate in your area, and factor in things like experience needed, certifications, and the platforms you use. Small companies invariably work with limited budgets, but you can make up for it with other perks like remote working or flexible hours. And of course there’s the option of bonus payments….
So think about offering remote-flexible work since it’s a great way to appeal to people looking for a good work-life balance. It's also likely to help you to stand out as an employer.
5. Create a Positive Work Environment
A
supportive work environment gets employees to be more satisfied in their jobs.
So make sure the company culture enables people to share their own ideas. Support creativity and constructive feedback. Let’s face it, anyone who’s appreciated and respected is much more likely to stay with your company for the long haul, which means lower staff turnover and more continuity. And lower costs...
Get your team (even if it’s outsourced or outstaffed) working with other departments, like marketing and customer support. Doing this will show how important they are to the company as a whole.
6. Invest in Training and Development
The tech world is changing all the time. This means you need to invest in training and long term development for your team members. Training and workshops, along with certifications, help developers keep up with ongoing changes and feel valued by you. What’s more, it also shows people that you're genuinely invested in helping them to grow.
Some of the platforms have their own certification routes (like Salesforce's certification tracks). Supporting them will help your developers stay up to date and bring new skills into your business.
7. Outline Career Growth Paths
It's easier to keep any employees on board when they can see a clear path for career advancement. So think about how they could grow in the long run. They could become a CRM lead, or move into other tech roles. When you set clear goals and give them regular feedback, you’ll also be helping to keep them engaged.
In addition, offer performance-based incentives and regular reviews to track their progress. By doing this, you’ll get them to feel recognized and motivated to grow their skill set within your organization. And not elsewhere...
Take an example: a small business might promote the most talented CRM developer to a supervisory position, where they oversee related projects and play a part in higher level decisions. They could even supervise and develop junior team members - the perfect way to keep them motivated.
In Conclusion
As you can see, hiring and maintaining a development team is a big undertaking for small businesses with limits on funds. Yet there are ways you can overcome the problem. As we’ve said, you can define roles, look into outsourcing options, use recruitment specialists, create a supportive, well-paid environment, and – as important as anything – invest in training and career development. If you do this, you'll be in the right place to build a strong team.
What's more, these steps won’t just help your business implement an effective strategy. It will also help to build a company culture where talented developers want to grow and share in your long-term success.
