In un-certain economic times it can be easy to neglect your recruitment strategy. Companies can feel too busy trying to cut labour costs to think about investing in recruitment. This, however, can prove to be a big mistake.
It all boils down to talent: Candidates with natural aptitude and skills are equally, if not more, valuable to SMEs as they are to larger corporations. In fact, it can be argued that smaller organizations offer a more entrepreneurial, flexible working environment where these major players can excel. Larger multinationals often have a less personal relationship with customers as well as more formal processes. This can often be a stranglehold for highly talented staff whereas more agile businesses offer a more suitable environment.
In a smaller company, the corporate culture is more directly shaped by its staff, so recruiting the best talent can be, arguably, more urgent for small and mid-market companies.
Talent within a company can be defined as those who make a difference to organizational performance either through short-term or longer-term contribution. This applies as much to small businesses as it does to large enterprise – in fact the potential return can be much greater within a small company. In terms of retention, it is increasingly clear that the movers and shakers are looking to shape the future of their firms and large corporations often struggle to accommodate this.
Recruitment technology that supports talent management helps the recruitment teams engage more with talent pools by automating the processes and encouraging manual intervention at only the most important points.
Employer branding through effective recruitment website design and up to date recruitment channels not only helps to source new staff, but also to keep the workforce engaged with wider company goals.
Sometimes SMEs have to shout louder than their larger competitors to attract and retain talent. A powerful careers website that feeds out into all recruitment channels and social networking sites can be a key game changer. It not only streamlines tedious tasks such as paper-based applications, but it can communicate a company vision and culture to prospective employers. People are increasingly looking beyond salary when making employment decisions. They want to belong.