5 ways SMEs can beat big companies to attract top talent

The adage ‘size does matters’ holds true when it comes to attracting top talent. How do small organisations survive this war for talent? Read on!

The adage ‘size does matters’ holds true when it comes to attracting top talent. As large (read well known brands) organisations can easily attract and hire top talent in their respective sectors, hiring managers or business owners of small and medium enterprises (SMEs) have to fight for the same talent. How do small organisations survive this war for talent?

Brand the Benefits

Fat pay package, heavy annual perks and bigger brand names are not the only determining factors anymore. In fact, employees experience more job satisfaction in smaller firms as they feel valued and appreciated for their individual contribution to the growth and success of the company, highlights Sampatkumar B Aratti, vice president and chief human resources officer, Lapp India.

Advantages of working in small organisations such as flexibility, deeper engagement with the team and the leadership, engaging culture can be presented to the talent that the organisation wants to attract and hire, Aratti adds.

According to Satindra Sen, co-founder & director, Exper Executive Education, what employees truly value in small organisations is getting to lead and own objectives that not only galvanise the organisation forward but also gives them a deep sense of individual fulfillment.

Tell a story

According to Mitali Bose, director and practice leader – Building Effective organizations, Hay Group India, “To attract big talent for small organisations – business heads must create a ‘compelling value proposition’. And the starting point for this is clarity of vision in the mind of the business owner.”

Bose gives the example of her previous employer, “I once worked with a small organisation where the business head was able to put together a bright, talent pool of individuals – because he was so clear in communicating his vision for the business and the role that each one was expected to contribute to the journey. In essence, the head of the organisation needs to ‘build a compelling case for specific job opportunities’ – in order to attract talent that is more concerned with making an impact rather than the monetary or brand value of the job.”

This employee proposition has to be backed by ‘follow through’ – the business head must follow up on the promise made to the employee, to ensure that the talent continues to subscribe to the vision.

- See more at: http://content.timesjobs.com/?p=8579&fromsite=toi&utm_source=toi&utm_medium=referral&utm_campaign=toi-tj-whitelabel#sthash.6ZJu7sQn.dpuf


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