National Small Business Week 2025 (May 4–10) is a celebration of the businesses that keep communities running. As we recognize the contributions of small organizations, the week should also be a reminder of some of the challenges they face—for one, recruiting top talent. It’s often tough for a business to compete for skilled professionals when it’s not a household name.
Hiring has always been harder for small businesses. As an owner or manager, you may not have a dedicated recruitment team or a flashy benefits package. But what you do have is flexibility, impact and the kind of work environment many people value.
This week is a good moment to step back, sharpen your hiring approach and focus on what works. Follow these six steps to turn your small-business strengths into smart hiring decisions.
1. Craft an authentic recruitment message
You don’t need deep pockets to attract great people, but you do need a clear story. One that goes beyond “we’re like family” and actually shows what makes your business worth joining.
Start by examining why your current employees remain loyal. Do they value their influence on company decisions? Are they drawn to work that matters? Do they appreciate being recognized as individuals rather than just as numbers?
Share these qualities throughout your recruitment materials, from job listings to interviews and web content. Skip splashy marketing in favor of clear, specific details about life at your company.
It helps to show, not tell. A photo of your team launching a new product says more than a bullet point about “collaboration.” A quote from a longtime employee carries more weight than a vanilla mission statement.
Candidates evaluate more than job requirements. They consider questions like: Will this company value my contributions? Can I develop professionally here? Do I connect with the team's working style? In other words, your employee value proposition (EVP) should shine through—clearly articulating what sets your workplace apart and why people choose to stay.
During Small Business Week 2025 when attention is briefly turned your way, it’s a good time to remind candidates—and yourself—why your business is a great place to build a career.
2. Don’t wait for the perfect resume
If you're waiting for applicants with extensive experience, mastery of every tool and flawless credentials, it’s time to reconsider your approach. That ideal candidate is likely fielding multiple offers, including from companies with bigger budgets than yours.
Rather than waiting for someone who checks all the boxes, consider the career-switcher who demonstrates strong initiative, or the applicant who lacks some technical requirements but brings adaptability and a solid work ethic.
Expanding your criteria doesn't lower standards—it widens opportunities. And if you’re flexible on requirements, you’ll reach a deeper, more diverse talent pool.
3. Use your community connections
Not every successful hire comes from online job sites. Often, your next great team member is just a personal connection away.
Small businesses have a distinct advantage over national corporations: genuine community relationships. Share your job openings with customers, vendors, business neighbors and professional contacts. Personal recommendations are especially valuable when hiring for roles where the candidate's reputation and reliability are essential.
Local colleges and technical schools provide excellent opportunities to connect with emerging talent. Consider offering internships at your firm or sharing your expertise in classrooms. Meanwhile, community job boards, local social media groups and storefront signage can attract candidates who already know your business and its place in the neighborhood. These local recruitment channels do more than reduce costs—they connect you with people who understand your business environment.
4. Speed up your selection process
When large companies take weeks to hire, they often have enough candidates in the pipeline to make up for dropouts. As a small business, you probably don't have that luxury. Every promising candidate matters, and a slow process puts you at risk of losing them to quicker-moving employers.
This doesn't mean cutting corners on essential steps. Instead, use your small size to your advantage. You can often make decisions faster because fewer people need to sign off. One conversation with the team might tell you more than three rounds of formal interviews.
Keep candidates informed throughout. A brief update about their status—whether positive or negative—shows respect and professionalism. Long silences are especially damaging for small businesses, where personal connection is often your biggest selling point.
Swift, orderly hiring practices do more than secure better talent. They show candidates that small doesn't mean slow or disorganized. You can turn your size into a strength by being more agile than larger competitors.
Want to make your hiring strategies even more effective? Learn what today’s top candidates really want from small businesses.
5. Keep interviews focused and human
Large companies might need complex interview processes, but as a small business, your strength lies in genuine conversation.
Focus on discovering whether candidates can succeed in the role and mesh with your existing team. Skip the brain teasers and formal panels. An informal discussion among a candidate, you and one or two of your team members often reveals more about fit and capability than structured interrogations.
Prepare questions about handling real situations, picking up new skills or succeeding in smaller organizations. Give candidates time to learn about your business too—their questions often show what they value in a workplace.
Remember that in tight-knit teams, communication style and problem-solving approach carry as much weight as formal qualifications. Pay attention to how candidates express themselves and interact—these signals often predict success in small business environments.
6. Think ahead about your talent needs
Recruitment shouldn’t start only when someone quits or a new client signs on. By then, you’re already behind. Stay in touch with former interns and encourage employee referrals.
Remain open to meeting great people even if there’s no immediate vacancy. When someone sends an impressive application outside of active hiring, invest time in a brief meeting or video call. This proactive approach saves valuable time compared to starting a search from scratch under pressure every time.
National Small Business Week is also a good time to assess your recruitment strategy. Review your job descriptions, internal processes and outreach methods. Regular evaluation helps prevent hiring bottlenecks before they occur. Overly complex job descriptions can discourage qualified candidates from applying, for example, and inefficient screening processes can create backlogs of applications.
Looking to strengthen your hiring game long term? Check out these four staffing tips tailored to help small businesses thrive now and in the future.
Final thoughts: hire with confidence
National Small Business Week 2025 highlights what smaller companies achieve every day, including smart approaches to finding and keeping talented people.
Success in recruitment doesn't depend on big budgets or HR departments. It comes from knowing your company's strengths, moving with purpose and creating opportunities that reflect your unique workplace culture.
