BusinessTN

Running a small business in the Information Age usually means mastering some technology, be it Web development and online customer service or inventory and payroll records. A savvy technical professional can make all the difference in streamlining a business, but how do you separate the wheat from the chaff and find the right person with the right skills for your needs?

Scott Holdren, co-founder of Nashville-based Sitening, a technology focused Web design and strategy company with about 12 employees, says Sitening attends—and even sponsors—technology seminars to remain active in the local tech community. Such events not only allow current company employees to stay abreast of the latest tech trends and practices but also promote networking among IT professionals.

"That's where the people we're trying to recruit hang out," Holdren says.

Tech-savvy individuals also typically spend quite a bit of time online, so it is useful to take advantage of Web sites that specialize in posting jobs and recruiting talent. Technology-related blogs can both lead to and attract IT professionals. Josiah Roe, president of Chattanooga's Coptix Web firm, calls it "blog of mouth."

"We stay keyed in to what's going on in the industry through blogs and other Web design sites," Roe says.

Since both Coptix and Sitening are in the business of technology, each company also has a blog that updates others about the work they do and industry going-ons.

"We demonstrate that we're committed to technology and new things in our industry," Holdren says. "We write about topics that resonate with the people that we're trying to attract, and then they participate. We start to network that way."

Perspective employers can also take advantage of resources provided by local industry groups, such as the Nashville and Chattanooga Technology councils. In addition to hosting educational and network building events, for example, the Nashville Technology Council has a job and résumé bank on its Web site.

Career services departments at universities and colleges also have resources for connecting employers to graduates—even for small businesses that don't necessarily have the money or manpower to devote to extensive on-campus recruiting. UT-Knoxville, for example, maintains a database called "Hire-A-Vol" that contains résumés of students and UT alumni seeking employment. To access it, you'll need to obtain a username and password from the Career Services department.

"They could log on and say, 'I'm looking for graduates between December 2007 and May 2008 in computer sciences that have a GPA above 3.0,'" says Russ Coughenour, director of Career Services at UT. "They can also do a keyword search to search for Microsoft or a particular certification they have a need for."

Once the system identifies the candidates that match the employer's criteria, the employer can send perspective employees a message regarding the job description. The candidate can then call the employer to set up an interview.

And of course, while companies like Sitening and Coptix make a point to know who's who in the technology field and possess the in-house expertise to determine whether a perspective employee is a suitable match, other company's may need to turn to a staffing agency or firm. Beth Hunter, branch manager at Robert Half International's Nashville office (there's also an office in Memphis), says small businesses stand to benefit from Robert Half's services because the company—which assists organizations of all sizes in hiring IT professionals on a project, contract-to-hire or full-time basis—is constantly interviewing and screening IT candidates. That not only makes it more likely that the staff there can find someone who suits your needs more quickly than you can, but it also allows you and your employees to focus on typical, everyday responsibilities.

"Time is money," Hunter says. "If I have a business with three employees, the three of us can't stop doing the things that we normally devote our time to for this full-time search. When you start to consider all the things that go into finding an employee—placing an ad, getting résumés and phone calls, and setting up interviews—it's worth it for these businesses to use Robert Half."

Once you've identified the best methods for tracking down potential employees, Holdren and Roe also offer suggestions for luring them in. Holdren says that Sitening makes it clear at the beginning of the interview process that staff is encouraged and incentivized to continue professional development through gaining certifications and attending conferences and other industry events.

"Not only can they do the type of work we're hiring them to do here, but they can also expand their skills and continue to develop as a professional, so the job doesn't feel like a dead end or a trap," he says. "If we are upfront that this is a place where you can grow, that seems to help."

Roe says many of the best IT professionals avoid big companies out of disdain for outmoded or inefficient practices. Tech professionals that like learning the latest methods and systems often don't like the slower rate of innovation in a larger, more unwieldy corporation. A small business with an agile tech framework is already a perfect fit for a versatile employee.

"If you're doing good work and already have smart people, other talented folks want to come with you," Roe says.

More often than not, the kind of professional you're looking for is also looking for you. If you can play up the advantages of your field and company, you're likely to attract a personnel asset that pays dividends for years to come.