How SMEs can gain an advantage in recruitment

Tuesday, 12th June 2012

Here are some simple things that any organisation, no matter how small, can do to improve both talent attraction and retention:

1. Have a strong profile in the marketplace. Today, the first thing most people see if they are researching a company is their website or social media presence.

2. Have a clearly defined recruitment process. Poor communication, conflicting messages and drawn-out processes are consistently identified as reasons why candidates turn down jobs. The recruitment process itself can create the first impression about a company and if it appears to be disorganised, the natural conclusion is to assume that the business is poorly managed. Sadly, this is often true. It is vital that key stakeholders agree their needs before they start recruiting. Resist the temptation to cancel interviews at short notice, set clear timescales - that includes giving prompt interview feedback - and stick to them.

3. On-boarding new employees. On-boarding is the most overlooked part of the recruitment process. A study run by KPMG some years ago concluded that an employee who considers they had a highly successful first three months in a new job is 72% more likely to be with the company 18 months later, compared with other new joiners. Success does not just happen, so it is important that every new joiner is given a plan that is regularly reviewed and amended as needed.

4. Review and appraise regularly. Human beings are social creatures and we all thrive on interaction. Objective feedback is therefore a vital part of the learning experience. Appraisals are recommended, as a minimum, every six months and they do not need to be complicated.

5. Communicate the company's progress and objectives regularly. Studies show that the most common source of stress in the workplace is a lack of knowledge about performance, leading to the feeling of insecurity. Regular company-wide communication from the management team helps to keep the workforce informed, engaged and aligned to the objectives of the business.

Source - Extract from article by Norman Burden 31/5/12. Personnel Today

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