The Top Hiring Strategies for SMEs

For Small and Medium businesses its an imperative to hire good quality talent. But talent comes at a cost and many a times SMEs get into a strong catch 22 on how to decide, who to hire and then follow a host of questions as to what exactly should be the job profile, how will you measure if it's a service oriented work profile, what should be the best salary to offer etc.

Not many SMEs can afford to have focused HR departments to help them in properly and methodically answering all the above queries. Many Small and Medium businesses fall into the catch of hiring, "not the correct" person for a profile that they have on offer.

The top hiring strategies which SMEs must take into account and methodically leverage while hiring for critical and key positions in the organisation are:

• Set a particular time frame for your new hire to be on board

Many SMEs face this challenge where they are aware of their requirement of hiring someone, but they don't necessarily put a time frame to it. A proper timeline must be put through to ensure that they are being maintained to get new hires on board. Many a times SMEs get into this catch of waiting for just the right candidate and the right person never arrives. This also might just make the right employee which you want to hire go away because you took too long to make up your mind and hire. Many a times SMEs also are not fully prepared to hire. They might drop their plans mid-way, this impacts not just the company, but the reputation in the professional environment for the business.

• Choose your top 5 sources from where you would like to hire

As a business you must quickly narrow down to the top 5 sources from where you think you would like to hire. This can be social networks, it can also involve a recruitment company to be working for you, you can also take references from your professional circuit. You must be very clear in your approach as to which are top 5 places that will quickly get you results. This will help you manage your hiring time effectively.

• Make a clear Job Description

One issue with almost every job description given by an SME, until it is a manufacturing/ number oriented/ product unit job, i that the profile of the candidate i not done complete justice to, as many a times the job descriptions provided by the company does not sets and create the right expectations in the market. This affects the companies hiring process adversely.

• Get employer feedback

For SMEs every employee is crucial. Every new hire affects the culture of the company in one way or the other, hence it is necessary for the employer to gather critical feedback about the prospective employee from their past employers. Its not just about doing a job, it is also about being the right fit for the company culturally as well.

Team IndiaMART Knowledge Services is committed to enable SMEs with tools, tips and techniques to help them reach up the value chain and hence achieve the next level of growth. For more information on how you can create new opportunities for your business, drop in a comment to this post and we will get in touch with you!