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Finding Good Staff in SMEs

Employees with the right diplomas, talents, skills and attitude. Where did they go?

In many industries, the search for suitable professionals or experienced professionals has become a huge challenge. Why? In some fields, too few people are trained, more and more professionals are starting their own businesses and other professionals prefer a position within a large company.

How can you, as an SME, compete with this? How do you get that suitable employee? 5 golden tips.

1. Share your unique corporate culture

Make your business attractive to the people you need. People who match your business. Do that with a unique and clear company culture. People like to commit to a company that has the same norms and values ​​as they have. That's much more powerful than offering a good salary.

So determine and radiate the core values ​​of your company. How do you do that? Read the article How core values ​​help your staff move forward. If you succeed in creating an attractive corporate culture, experienced professionals and qualified professionals will sooner choose you.

2. Create a promotional vacancy + personal video

A good vacancy can make the difference. Don't opt ​​for a standard text and a boring job description, but immediately emphasize your unique company culture and the benefits of working within a small company.

Show who you are. Reach the heart. For example, create a video. And no, that doesn't have to be as professional and slick as at a large company with expensive animations and thorough slogans. Make it personal. For example, go around with a camera within your company, give a look in 'the kitchen', spontaneously attract employees for the camera.

For example, also use images from a team outing or interaction with customers (if possible). Keep the humor in it, don't make it too long and specially show why your company is so genuinely fantastic.

3. Ensure attractive employment conditions

You can also make your company more attractive by offering good primary and secondary employment conditions. Here too you can make a smart difference by doing it a little bit differently.

The salary is no longer the most binding factor for many employees. Fun in work and a fun team is more important for many employees. So create an environment in which employees are challenged in a positive way.

Consider a performance reward, such as a bonus per individual or team performance. For example, give them a subscription to the gym, sponsor a corporate football team and ensure relaxation in the workplace. That attracts fit, sporty people.

How? Among other things through word of mouth of your current employees themselves. Perhaps the best method of recruitment there is.

4. Strengthen your search

Why search on your own for that pin in the haystack? Employment agencies and posting companies can help you in the search for the right people. They have a large file of available specialists. See which agency specializes in your field and ask about the possibilities.

An employment agency takes over the recruitment and selection of you and also a large part of the personnel matters concerning the employee that you hire through them. This does entail extra costs, but if you compare everything, it can turn out to be beneficial.

5. Also think of freelancers

Or how about hiring a freelancer rather than a permanent employee? In many industries, the good professionals started for themselves. By working with them, your company still benefits from their qualities.

So look for freelancers with a proven track record. Good freelancers can mean a lot to your company. They have an entrepreneurial attitude and can be deployed flexibly. By hiring self-employed people you often have suitable manpower at your disposal more quickly. And you're also quicker to get rid of them, without a complicated dismissal procedure.

Self-employed are generally slightly more expensive than permanent employees, but the price-quality ratio is perhaps much better.

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