Hiring entry-level employees used to be as easy as putting up a “Help Wanted” sign and waiting for applications to roll in. Now? You might have better luck finding a unicorn that can code. If your business is feeling the pinch of the labor shortage, you're not alone—finding reliable entry-level employees has become one of the biggest headaches for small business owners.
So, what’s the problem? And more importantly, how do you fix it? Let’s break it down.
First, let’s talk about the elephant in the hiring room: high minimum wages. Small businesses are struggling to justify paying premium rates for employees who still need training. At the same time, younger workers are getting pickier—demanding flexibility, advancement opportunities, and work-life balance right out of the gate. (Gone are the days of “You’ll work weekends, and you’ll like it.”)
For many businesses, this creates a frustrating cycle:
✅ You need employees to grow.
❌ You can’t afford to train people who won’t stick around.
💡 New hires want benefits beyond just a paycheck.
So how do you break the cycle and attract solid entry-level workers?
Instead of waiting for the “perfect” candidate who already knows everything (spoiler: they don’t exist), consider short-term internships or apprenticeships to quickly train new employees.
Businesses that invest in a structured skills-based training program find that:
A little upfront investment in training can save you from the constant headache of hiring and re-hiring.
You might not be able to outpay corporate giants, but you can out-perk them in ways that actually matter to employees. Consider offering:
✔ Flexible Scheduling – A huge draw for younger workers and students.
✔ Mentorship Opportunities – Show employees there’s room to grow.
✔ Workplace Culture Perks – Think employee events, team outings, and discounts.
Today’s workforce wants a job that fits their lifestyle, not just another paycheck. If you can create that, you’ll have an easier time attracting and keeping employees.
If your hiring process is outdated (or, let’s be honest, exhausting), it’s time for a refresh:
The hiring landscape has changed, but that doesn’t mean your business has to suffer. By building in-house training, offering creative perks, and rethinking your hiring process, you can fill those open positions without breaking the bank.
At PYOP Accounting, we help studio owners, entrepreneurs, and women-owned businesses build sustainable, profitable operations—because your business should support you, not the other way around.
Need help creating financial systems that keep your business running smoothly, even when hiring is tough? Let’s talk. Your business deserves a strategy that works. 🚀
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Donna Bordeaux, CPA with PYOPAccounting.com
Creativity and CPAs don’t generally go together. Most people think of CPAs as nerdy accountants who can’t talk with people. Well, it’s time to break that stereotype. Lively, friendly, and knowledgeable can be a part of your relationship with your CPA, as demonstrated by Donna and Chad Bordeaux. They have over 50 years of combined experience as entrepreneurial CPAs. They’ve owned businesses and helped business owners exceed their wildest dreams. They have been able to help businesses earn many times more profit than the average business in the same industry and are passionate about helping industries that help families build great memories.
