Mike DavisMike DavisJuly 22, 2019


As a small business owner, attracting and recruiting top talent can be one of the biggest challenges that you face.

However, it can also be one of the most important. Ensuring you have the right people on board that believe in the business can be hugely beneficial for future success.

Recruitment can be particularly daunting when you’ve been the only employee of your business so far. When you’re going up against large corporations or well established businesses, how can you entice someone to take a leap and join you on the journey of your small business?

We’ve put together some top tips to help you in your small business recruitment.

1. Perfect the job description

The job description acts as your shop window for any potential new team members so it’s important to get it right. Be honest about the day to day responsibilities of the role so any potential applicants are able to see if the job is a good fit for their skills from the start. If there are any prerequisites for the role, such as qualifications or training, ensure that these are clear in the job advert.

Details: The right job description will attract the tight candidates

The job description also provides the perfect opportunity for you to sell your business as a great place to work to any potential candidates. With smaller, less well known companies, this part can be crucial when trying to attract the top people for the job.

2. Network

One of the best ways to meet like-minded people who may be interested in your business is by networking. There are numerous small business networking events held all over the country, and these can be a great way to meet potential employees in a relaxed setting. Networking events also allow you to educate people about your business and what you do, which could result in candidates approaching you about job opportunities.

Get out there: Networking can help you meet potential employees

You can also utilise the network that you already have to aid you in your small business recruitment. Ask around to see if anybody has any recommendations of people who are looking for a role like the one you are recruiting for. They may know the perfect candidate for you.

3. Get online

As a small business owner, time can often be scarce so attending numerous networking events may not always be possible. This is where online networking channels and social media comes in useful. Websites such as LinkedIn can be a great resource for spreading the word about your business and attracting potential employees. You can also easily use the search functions on LinkedIn to find the candidates that match the skills criteria that you are looking for.

Some online networking channels also show any connections that you may have in common with potential candidates. You can then ask these connections to introduce you, so you’re starting off the conversation with some common ground.

4. Interview

Now that you’ve found some candidates for the position, it’s time to meet with them to find out whether they’re a good fit for the role. Everyone likes to approach the interview process differently, so think about what you want to find out about the person beforehand. Some companies set their interviewees tasks ahead of the interview to find out if they have the skills and knowledge needed to fulfil the role.

Plan ahead: Think about what you want to find out about your applicants

It’s important to remember that the interview process is as much about the candidate getting to know you and your business as it is about you getting to know them. Therefore it’s important for you to sell your business to them, and what makes it a great place to work.

5. Incentivise

Once you’ve found your perfect candidate, how do you entice them to leave their current company and join yours? This can be one of the most difficult parts of the hiring process. Salary expectations were most likely discussed during the interview; however this may not be enough to lure the candidate over. According to a survey by Perkbox, 46 percent of employees consider the benefits package prior to accepting a new role making that the second most important factor after salary. Benefits packages vary from business to business, but common employee perks include:

  • season ticket loans
  • private medical insurance
  • discounted gym memberships
  • childcare vouchers
  • wellness programmes
  • pension schemes

The candidate may be coming from a business that offers a benefits package to their employees so they may be, understandably, reluctant to leave this behind. You could look to develop the benefits package that you have on offer to your team in order to entice potential high quality team members to join you. An enticing benefits package can also be a great way to retain your staff.

Paul AinsworthPaul AinsworthJuly 11, 2019


With almost one-in-two UK workplaces having introduced gamified rewards for staff, new research has revealed which of this kind of incentive has the biggest impact on productivity.

A survey of 1,219 UK workers, carried out by workplace incentives and rewards provider One4all Rewards, has been published in The Gamification Report. It surveyed employees from different age groups, genders, and industries, revealing which type of gamified rewards systems would motivate them the most or for the longest period of time.

Virtually one-in-two (49 percent) workers were most likely to cite surprise or unexpected rewards as being the biggest motivator. However, the research shows just 36 percent of businesses are utilising this type of gamified reward.

Fixed action reward came in second place (39 percent), with workers stating they would be motivated to work harder if their employer offered them, while random rewards in return for completing a certain task or action would work for a third (29 percent).

Prize pacing style rewards – such as rewards that are given in one small piece at a time, for example a number of small rewards given at a staggered rate – were motivating for 27 percent. Meanwhile, 23 percent of UK workers stated they would work harder or for longer to unlock social treasure style rewards, which are awarded by peers.

The majority (42 percent) of businesses offering gamified rewards systems are relying on fixed action rewards – which award a specific prize for a specific action, such as a named bonus or prize for hitting a set target.

Michael Dawson, Managing Director of One4all, said: “It’s fantastic that almost half of UK businesses have already adopted a gamified reward and bonus system for their staff – but the research shows that some could be using them to greater impact employee productivity.

“Fixed action rewards and bonuses are often the number one style of gamified rewards offered amongst UK businesses – and it’s easy to see why, as the idea of giving a set bonus for hitting a specific target is something that has been around in the workforce for a long time – but it’s definitely worth bosses considering that it’s actually surprise rewards which will have the biggest impact on productivity and effort.

“Given that these types of rewards truly embody the spirit of gamified rewards – which recognise and praise good behaviour, to encourage workers to repeat this in the hope of receiving another reward – this makes sense.”




Working with people is great, but taking care of a whole team requires much more work than you can imagine.

Thankfully, we live in a time when employers pay a lot of attention to making their employees happy, satisfied, more productive, and motivated. Trends come and go, but there are ones proven to deliver results, no matter the kind of company being discussed.

Check out these five motivation ideas, and help provide your team with the boost they may need to achieve success.

1. Team exercise

Starting the day with exercise is a proven method that boosts creativity and strongly motivates employees. A study researched the so-called Köhler effect, which explains the correlation of increased motivation when exercising in groups. They came up with the most interesting results…

“An inferior team member performs a difficult task better in a team or coaction situation than one would expect from the knowledge of his or her individual performance. Results suggest that working out with virtually present, superior partners can improve persistence motivation.”

This is just one of the reasons why you should implement group workouts with your team. It can be early in the morning, or before or after lunch. Challenges are very efficient for the entire group – the exercise might last only 10 minutes, but will do so much good for overall productivity.


2. Gamification

Gamification is one of the latest trends when it comes to motivating employees. Turning work into a game is risky, but it sure does yield results. The only thing you have to be careful about is not to ‘over-gamify’. So start thinking of fun, exciting ways to have the team do the job through a game.

Use it once in a while, and everyone will be more creative, productive, and motivated. Every game should end with a reward for the winner – think of badges for milestones, gifts, and of course, praise!

3. Empower them with better tools

Everyone wants to work at a place equipped with the latest tools. It’s not only tech firms who need gadgets, and you can boost motivation in the workplace by purchasing some new tools that are better and more efficient compared to ones you had before.

The team will be able to get the work done much faster, and they will be stimulated to perform better. It will be an investment that brings results right away. If you are seriously thinking of implementing this tip, you can use some of these discount codes for the best prices available.

4. Attend events as a team

Enjoying social events can help a lot with team bonding and boosting motivation. People love working in companies that also pay attention to this social factor.

Spending eight hours in an office together will not help people get to know their colleagues as much as you might think. Some of the best and simplest ideas are to organise a lunch, breakfast, or dinner once a month, or to schedule a game day, cocktail night, party and more.

“Companies with engaged employees make 2.5 times more than their less-engaged counterparts. Engaged employees are a whopping 87% less likely to leave their companies.”

5. Manage employees as individuals also

Yes, you are working as a team, but every single employee is different and has a different way of communicating. Make sure that you manage them as individuals and not only as a group.

People have diverse characters, so to push them and boost the motivation you have to pay attention to each individual. Take five minutes for a quick meeting with each employee at least once a month. Get to know them well, and it will pay off for the whole team.

Paul AinsworthPaul AinsworthMarch 12, 2019


Gamified rewards and bonuses not only introduce an element of fun in to the workplace, but also increase employee performance, according to new research which also found that 52 percent of bosses are losing out on increased productivity by not making use of them.

A survey of 1,096 UK workers, by workplace incentives and rewards provider One4all Rewards, was published in the Workers on Top of Their Game Report.

It surveyed employees from different age groups, genders, and industries and revealed that almost one-in-two (46 percent) of UK workers would feel more motivated to work hard, and one-in-five (20 percent) would increase their performance if their employer introduced a points based rewards and bonus system.

Gamification is increasingly being used in workplaces, with Gartner reporting 40 percent of Global 1000 organisations are doing so to motivate and encourage positive behaviours. The technique works by setting small rewards for desired actions and then inviting workers to repeat that behaviour, which they do in anticipation of the same result.

Virtually one-in-three (32 percent) UK workers said they would work harder to unlock rewards and bonuses in this way.

There are also clear softer benefits of gamified rewards systems, with 37 percent of UK workers claiming this would also increase their happiness at work, while almost the same number (36 percent) said it would make them feel more engaged with their company.

Finally, tewo-in0-five (38 percent) of those surveyed said that working towards rewards and bonuses would make work more fun.

Alan Smith, UK Managing Director at One4all Rewards, said: “In SMEs, finding the budget for a rewards scheme can be tough, but gamified rewards can be more flexible in some ways and they don’t have to involve large budgets. While some might think that these kinds of rewards are more complex to implement, this isn’t necessarily the case and there are many companies out there that can help with implementing these rewards.

“As we can see from the survey data, and the sheer number of workers who said that the implementation of a gamified reward system would make them work harder, the cost of implementing this kind of rewards could soon be recouped by the increased productivity employers would benefit from.”

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