Career Handbook
9th Edition
Smaller Companies
Small companies can be an important consideration in conducting your job search.
Is a Smaller Company Right for You?
Life in a smaller organization can be very different from life in a large organization. You should weigh the advantages and disadvantages of each and make an informed decision about which environment is most appropriate for you.
Advantages of a smaller company over a large one:
- You may be given more responsibility and may not be as limited by a "job description."
- You may be allowed to use your own initiative, rather than being closely supervised.
- Your ideas and suggestions may be given more attention. You may have more clout.
- Career advancement may be rapid in a growing company.
- You are likely to be involved in the whole organization, not limited to one area.
- The environment may be more informal and friendly. There may be fewer rules and policies.
- You may have the chance to be involved in the growth of something great.
Disadvantages of a smaller company over a large one:
- Many smaller businesses fail; you may have less job
security. - There may be lower starting salaries and fewer benefits.
- You may put in longer hours.
- A dominant leader can control the entire organization. This can lead to more "political games."
- You must be able to work with everyone within the organization.
- Both your successes and faults may be more visible.
Are You Right for a Smaller Company?
Because of the different nature of a smaller business, different qualities in employees may be needed. You will do well if you are:
- Self motivated
- A generalist with many different skills
- A good communicator, orally and in writing
- Enthusiastic
- A quick learner
- Able to get things done on your own
Finding a Job in Smaller Business
Getting a job in a smaller company may be more difficult, but the jobs are certainly there. When approaching a smaller company for a job, you may find the following differences in hiring practices:
| Large Company | Small Company |
| Centralized personnel department | No personnel department |
| Recruiters may seek out potential employees | No full-time recruiters |
| Standardized hiring procedure | No standard procedure |
| May keep resumes on file for a year | Probably won't keep resumes |
| Recruiters may conduct interviews | Founder/owner may conduct interviews |
| Company literature easily available | No printed literature |
| Hire months in advance | Hire to start immediately |
| Have long-term personnel forecasts | Hire as needs arise |
| Extensive training program | On-the-job training |
| Predetermined job categories | Jobs emerge as needs do |
