How to attract talented employees to your small-scale enterprise

July 1, 2014 2 mins read
How to attract talented employees to your small-scale enterprise

In a previous post we made the point that small companies often have difficulty attracting potential employees because they are deterred by the limited scale of the organisation and the limited funds that they have at their disposal.

So, what should SMEs do to attract and retain talented people? Here are a few tips.

First, a small company must be good at giving outstanding employees the recognition they deserve. Not just current employees but also, and perhaps more importantly, potential new employees. The key when recruiting workers or delegating the workload is to choose people based on how appropriate they are for the job. The departments responsible for recruitment should first conduct an analysis of the enterprise's current situation, its development prospects, and its work pace in order to help them determine which candidates are the most appropriate.

Second, use a variety of methods and media in order to recruit new employees. Effective methods include career fairs, print advertisements, internet, headhunting companies, and personal recommendations. It is vital for small-scale enterprises to utilise these multiple channels based on their actual needs, instead of limiting themselves to the one, same channel.

Third, establish a series of criteria and principles for attracting talented employees. Different departments and positions within the one company require different kinds of employees. If small-scale enterprises truly wish to find talented employees who are fit for the position, they need to avoid a “one size fits all” approach to recruitment and training.

Fourth, establish a management procedure and corporate culture that will attract talented employees. Many candidates welcome the opportunity to work in the more straightforward work environment of small-scale enterprises and the “get it done” culture. Employees at SMEs generally place a greater emphasis on their quality of life, and find it easier to balance their personal and professional lives. Cultivating a positive, productive work environment will provide your employees with greater opportunities for realising their personal goals and this gives them more of an incentive to stay.

Fifth, adjust and optimise the payment system based on internal and external factors. Small-scale enterprises can judge the fairness of their salary system by conducting regular research into market standards and by hosting staff forums. If the enterprise discovers that certain elements of the pay system are unreasonable or incomplete, they should take the earliest opportunity to make the corresponding adjustments.

Marlon Mai's picture
Marlon Mai
Managing Director, Greater China
mmai@morganmckinley.com