In a survey of more than 785 small-medium business managers, conducted for the 2026 Canada Salary Guide, 90 per cent will be participating in a major digital transformation initiative in the next two years. Their biggest priority for this initiative? Finding the right talent to execute these plans (37 per cent).Anyone who has led hiring strategies for businesses knows all too well; how tough it can be finding HR support for small business. They face the challenge of competing with larger and more resource-rich companies to secure skilled talent.But finding small business solutions can be easier than you think. By taking a creative, comprehensive approach to compensation and drawing from effective employee retention strategies, small business hiring managers can place themselves and their organizations in a highly desirable position to attract skilled candidates and keep them on their teams for the long term.
When interviewing candidates, showcase how your small business size creates unique opportunities that large corporations can't match. With leaner teams, employees take on responsibilities beyond their job descriptions which can be a career accelerator. Your flatter organizational structure means talented employees progress faster to roles with greater responsibility, directly addressing job seekers who prioritize advancement potential when evaluating opportunities.Small businesses hold another significant edge: the flexibility and more immediate change that workers prioritize. A Robert Half survey of over 375 professionals across Canada, reported the following as the top reasons they are planning to look for a new job in the latter half of 2025:better benefits and perks (39 per cent)feel underpaid (38 per cent)want a higher-level position but currently few career advancement opportunities at my company (38 per cent)want a job with more flexibility than my company offers (32 per cent)are burned out and ready for a change (26 per cent)Learn more in the Robert Half Demand for Skilled Talent report
Focus on recruiting high-potential talent
When looking for HR solutions for small business teams, try prioritizing candidates with exceptional soft skills and growth potential rather than solely technical qualifications. In the survey of small-medium business managers, leaders reported these are their top concerns for hiring, from now and the end of 2026:retaining top talent (82 per cent)finding talent quickly when it’s needed (75 per cent)hiring skilled candidates (74 per cent) To compete with employers who are offering higher salary as their hiring strategy, small businesses can offer accelerated skill development through hands-on, cross-functional experience. Look for adaptable candidates who demonstrate learning agility. They have the potential to maximize your small business advantages while developing technical competencies on the job. Your company size offers an ideal learning environment that larger organizations simply cannot replicate. With direct visibility across business functions and immediate application of new skills, employees can develop faster than in siloed departments.Another option for small business hiring: bringing in contract professionals who can also help keep your projects moving forward and ease the burden on your core staff during a candidate search; their potential might even lead to you hiring them full-time.
Emphasize your total compensation package
Besides higher starting salaries, the top incentive being offered to attract and hire skilled candidates over the next 12 months is adding new benefits and perks, cited by 47 per cent of Canadian small business managers. When salary increases aren’t viable, an HR solution for small business can be offering perks tailored to individual needs, such as flexible scheduling or remote work arrangements that large corporations struggle to implement across their standardized structures. In addition, cost-effective wellness initiatives like mental health days or extended weekends can be powerful recruitment tool for small businesses when presented as part of a balanced workplace culture.When you look at offers as a total compensation package, job seekers who are searching for more than salary, will take notice. Small businesses can adapt their compensation packages to meet job seekers where they want more efficiently, making it a competitive advantage.Here are the top three benefits and perks workers said they’d switch employers for (provided their base salary stayed the same):Work-life balance and remote work options (e.g., paid time off, hybrid work options, flexible work schedules)Financial benefits (e.g., bonuses or stock options)Retirement planning (e.g., RRSP or pension, employer matched retirement plans)Discover more insights in the 2026 Canada Salary Guide
Know when to enlist the experts for help
While tips can be helpful, finding small business solutions can be tough. If your search is taking longer than expected, consider reaching out to a talent solutions firm like Robert Half for support. In addition to providing access to a deep pool of talent, our recruiters can provide advice on best practices in each of our practice areas: finance and accounting, technology, marketing and creative, legal, and administrative and customer support.
