Top Tips for Recruiting for Small Teams

Recruiting for a small team isn’t just about finding someone who can do the job—it’s about finding the right person who will thrive in your culture, wear multiple hats, and grow alongside your business. With fewer team members, every hire has a bigger impact, so it pays to get it right.

Here are the top tips to help you recruit like a pro, even if you don’t have a dedicated HR department.

1. Define the Role Clearly

In small teams, roles can be a bit of everything—but that doesn’t mean you should leave the job description vague.

• What to do:

• Be specific about responsibilities and skills required.

• Highlight any opportunities for growth and variety.

• Include a summary of your company culture and values.

Pro tip: Think about the traits and qualities that complement your team dynamics.

2. Look Beyond Traditional Platforms

Great candidates aren’t always hanging out on job boards. Expand your search.

• Where to look:

• Leverage your network and ask for referrals.

• Use LinkedIn to actively search for profiles that match your needs.

• Post on niche industry forums or local community boards.

Pro tip: Don’t underestimate the power of social media for sharing your vacancy.

3. Make Your Job Ad Stand Out

Small teams have a unique selling point—you’re personal, agile, and hands-on. Use that to your advantage.

• How to write a standout ad:

• Showcase your company’s personality.

• Use plain, engaging language instead of corporate jargon.

• Explain why working in your team is exciting and rewarding.

Pro tip: Include testimonials or quotes from current team members to make it relatable.

4. Streamline Your Selection Process

In small teams, time is precious, so make your recruitment process efficient but effective.

• Steps to take:

• Pre-screen candidates with a short phone or video call.

• Focus interviews on practical skills and cultural fit.

• Use a task or test relevant to the role to see candidates in action.

Pro tip: Involve key team members in the interview process to gauge chemistry.

5. Sell the Role and Your Business

Remember, recruitment is a two-way street. Candidates are assessing you as much as you’re assessing them.

• What to showcase:

• Your company’s mission and vision.

• Growth opportunities within the role.

• Any unique benefits, like flexibility or close-knit team dynamics.

Pro tip: Be honest about challenges—it builds trust and attracts people who genuinely want to be part of the journey.

6. Prioritise Cultural Fit

Skills can be taught, but values and attitude are harder to change. Ensure the candidate’s personality aligns with your team.

• How to assess fit:

• Ask scenario-based questions to see how they’d handle real-world situations.

• Look for enthusiasm about your company’s purpose.

• Check if their work style aligns with your team’s.

Pro tip: Don’t rush. A little extra time to find the right person is worth it.

7. Onboard Like a Pro

Your job isn’t done once the offer is accepted. A smooth onboarding process ensures your new hire feels welcomed and equipped to succeed.

• What to include:

• A clear plan for their first week.

• Introductions to team members and key stakeholders.

• Regular check-ins during their first few months.

Pro tip: Celebrate their arrival with a small gesture, like a welcome gift or team lunch.

Why It Matters

Recruiting for a small team is a big responsibility, but when done right, it sets the stage for success. The right hire will bring fresh energy, ideas, and skills to your business—and that’s worth every ounce of effort.

So, get out there, refine your process, and find your next superstar. Your team’s future depends on it!