The competency of its people is an SME’s critical success factor. We offer you some tips to not only attract, but also retain your talent.
The success of an SME depends very much on its people and the talents it possesses. It isn’t easy to attract the right people for the roles offered, and the battle doesn’t end after the hire – retaining talent is a constant uphill climb too.
So in order to ensure that your company has enough human capital, here are four tips to help attract and retain talents.
Your Organisation is Your Brand
If you’re hiring, why not make the hiring process add value to your organisation? If well thought out and executed, your recruitment process could also double up as a branding tool that could help shine a positive light on the company.
Be sure to clearly describe the job description and include mention of job benefits and your company culture. It is also important to adopt a professional outlook through the use of carefully-chosen words and a sleek website. These allow potential candidates a better understanding of the company and positively influence their decision to apply to fill up an empty job position.
Set Expectations From the Get-Go
Before embarking on the next step of the recruitment process, highlight your requirements to prospective candidates. This ensures that your candidates’ qualities are aligned with your expectations. It is also important to be transparent when you communicate the day-to-day tasks that you expect your employee to fulfil. In addition, be candid about your company’s office dynamics – perhaps mention that your team bonds regularly over lunch or occasionally over some beer after office hours.
In the process of your easy-going conversations, seek to know your candidate better. Learn about their goals in life and what they expect out of their careers. This is a good way to help them feel welcomed and portray your warm and inclusive work culture.
A Balancing Act
‘Work-life balance’ is a term with which we are all too familiar. An equal weight on both sides of the work-life scale helps to ensure that employees are not overworked and resign following the effects of weariness.
SMEs often have an edge over MNCs because the former’s non-rigidity makes it easier to implement flexible work hours or telecommuting arrangements. This flexibility allows employees from SMEs to increase their productivity levels because of the added motivation that comes with wielding a degree of ownership over their work. It is a win-win situation – work progresses and your employees are happier.
Promote From Within Whenever Possible
It is important to show your employees that you recognise and appreciate their contributions to the company. To show your employees that they are valued and appreciated, chart their career paths and let them see the opportunities available to them, through which they can rise up the ranks within the company.
When you create development opportunities for your employees, you also counter the possibility of your employees resigning given the security of their developmental path as well as that of going through the hiring process to fill his/her position.
It is also important to remember that while enticing your employees with monetary rewards may garner favourability fast, it does not work far – remember to engage them regularly and wholeheartedly ensure their welfare.
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