5 Challenges Recruiting in the SMB Market

Onboarding new employees is difficult in any organisation, but for those with limited resources, even hiring can be quite demanding. Because there’s frequently work that needs to be done or pressure to choose the right candidate, there’s more bearing on the decision making, for better or worse.

Recognising Hiring Obstacles

Most small to medium business don’t have the luxury of learning from their mistakes as there isn’t much margin of error when making the wrong choice. Knowing how to recognise potential obstacles ahead of time can save a lot of stress.

  •  Limited Brand Recognition

Recruiting well-qualified candidates can be difficult when other companies have had years to establish a name and reputation, particularly when it comes to IT. Newly-minted graduates may have a target employer in mind, whereas more experienced prospectives may not want to go with an unknown commodity. Overcome this by describing the benefits of working for your business, its culture and more in your job advertisement.

  • Difficulties in the Process

The vetting of potential candidates can be uneven if a business doesn’t regularly hire. In those cases, an owner may rely more on gut feeling than a thorough procedure when narrowing down a list. Added to that, there can either be a rush to fill a position or limited feedback as other issues compete for attention. Consider hiring a recruitment company to overcome this challenge, or putting a strategy in place that your HR staff can follow.

  • More Pressing Concerns

Many small business owners have to be involved in the day-to-day operations in order for anything to be accomplished. Hiring, in effect, ends up as no one’s “job”; certainly not one that anyone gets paid for. If a business has had poor returns on hires, they may be less eager to rush out to train a new person as well. Once again, a process in place can help you overcome these issues.

  • Masters of Nothing

One problem small businesses report is that there are too few qualified candidates applying. However, this may result from unclear job postings or asking for too much from candidates. A hard-to-resist temptation is trying to fill more needs with fewer people, asking new employees for more breadth in skills than is reasonable. Some type of dedicated, trained, and experienced HR staff or recruitment expert can assist with this issue.

  • Expansion Without Support

As a business begins to expand, it’s necessary to handle high and mid-level managers to oversee personnel. However, too often the company poorly plans its growth, leaving departments without definition or infrastructure. Managerial candidates more interested in maintaining than building may steer clear as a result. Try to work on your organisational hierarchy to make this less problematic with job seekers.

Preparing for New Hires

Recognising challenges in small business recruiting is the first step towards making the proper adjustments. If your business writes postings and interviews candidates with these concerns in mind, you’re more likely to make the right choice.

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