Techblog
6 hiring tips for SMEs to secure the best talent
For small businesses, it can be a challenge to find the best talent, especially when they are starting out and don't have access to many resources. Here are some hiring tips that businesses may find valuable.
In the current landscape, SMEs are dealing with multiple concerns on the talent management front. While the government and other reputed advisory bodies are helping SMEs deal with these complex external issues, there are a few simple steps a business can concurrently take to find and hire the best talent.
- Leverage job portals, including government-supported ones
There are a number of online job portals available for business owners to advertise their positions. These portals reach a wide audience from where you get applicants with varying backgrounds, skills and interests and can help you filter out the best handful to shortlist for the next stage of the hiring process.
Local regulations often dictate certain criteria on advertising to local candidates before considering foreign applicants. In Singapore, the Jobs Bank portal is one such free service managed by the Singapore Workforce Development Agency (WDA) to connect jobseekers to employers.
2. Search for freelance talent first
As attitudes change, especially among the younger generation, freelance assignments are now valued for the learning opportunity and flexibility they offer.
SMEs should not hesitate to take advantage of this scenario. Portals such as www.freelancer.com, www.xplace.com or www.upwork.com allow employers to connect with freelancers with the required skills and evaluate them over a few assignments at affordable rates. This way, there is no long-term commitment to begin with, and the employer can later choose to continue the relationship or even convert it into a full-time hire.
3. Offer benefits and flexibility
There is a large pool of talent out there which can help ease today’s tough manpower situation. However, many of these people are unable do the regular 9 to 5 workday due to their personal situations.
SMEs would create a win-win situation by offering suitable working arrangements to these individuals. Alternatives such as work-from-home or BYOD would mean these workers are happy and productive gaining the work-life balance they need, and the employer also has much-needed access to their skills and experience. Utilities like Google drive for work and collaboration apps such as Office 365 will go some way in supplementing valued face time and teamwork.
4. Conduct video interviews and surprise tests
Small businesses are often too busy with day-to-day operational tasks to spare time and resources for a streamlined recruitment process.
However, there are a few easy-to-implement practices that can ensure good hires. When candidates turn up for interviews, administering relevant tests are an effective way to measure skills and preparedness. If overseas candidates are being considered, video interviews should be conducted to assess suitability before spending money on flying the candidate in.
5. Think long term
Small businesses should seek candidates who are willing to grow with the company. This will save the business time and effort that would otherwise be repeatedly wasted on the hiring process. Long-standing employees also bring great value to the business with their insights and experience.
An SME should look beyond qualifications and experience and hire someone who understands the company vision. To get the best out of new hires, employers should ensure that training and onboarding materials are available online for easy, centralised access. These steps along with clear communication and good incentives will lead to loyal employees.
6. Invest in a fixed online platform or software
A fast-growing business has constant and unforeseen talent needs, and precious hours are lost looking for and connecting with the right applicants.
Fortunately, there are SaaS apps that help an SME get past this. ASAP Recruit is one such app. Features such as a centralised jobs bulletin board for candidates to apply 24/7 and automatic matching of applicant to the closest job vacancy help the employer narrow down candidates quickly, and then they can spend essential time getting to know if any are the right fit for the company.
SMEs are an important slice of Singapore’s economy. The government recognises this in its policies, and has identified manpower as one of the challenges faced by the sector. As SMEs cope with these issues, they can adopt uncomplicated measures to hire well:
- Make use of already available resources to seek out talent, such as the JobsBank initiative by WDA.
- Tap into alternative talent pools like freelancers and flex-workers to plug skill gaps.
- Use inexpensive methods like surprise tests and video calls to gauge candidate suitability.
- Hire for attitude. Train and incentivise the best talent to build loyalty.
- Leverage technology like SaaS apps and platforms to make the hiring process more efficient.
SMEs may face tough competition from bigger firms and MNCs as employers of choice, but they also offer positives such as faster growth and out-of-the-box learning. These factors coupled with a few basic measures can go a long way in building the employer brand for a small business.