3 Prospects Small Business Recruiters Must Share Support C-Suite

In our 2017 report on the hiring trends of SMEs, 53% of talent leaders said they expect their recruitment budget to stay the same next year. At the same time, 57% of them say that their recruitment volume will increase. In other words, the workloads of SME recruiters will increase, but their resources will not be (a trend we are also seeing in large companies).

But there is good news: our report also revealed that SME leaders regularly meet C-Suite – more regularly than their larger counterparts in large companies:

And this gives SMEs a competitive advantage in recruitment. Why? Because, unlike their corporate counterparts, small business talent managers can take this opportunity to buy from C-Suite.

To maintain and maintain executive membership, you need to consider three things regularly with your software suite:

1. What are your success criteria for recruitment and what should you improve?

In our report, we interviewed SME executives on their key performance indicators. While the three key KPIs were the same for companies of all sizes, the prioritization varies:

Staff turnover is extremely expensive for SMEs. As a result, managers and human resources managers are primarily measuring the success of new employees in the company. Employee satisfaction is also a way of measuring the quality of employees, which is very important for small businesses where a bad apple can succeed in a business. While hiring managers’ satisfaction is important for medium-sized businesses, they have focused on growth and need to close open requirements more quickly.

In any case, SMEs spend more on talent than large companies, rarely more than two months. Here, fast, lean teams have a competitive edge over large, process-rich organizations.

What does this mean to you? Follow these three steps regularly and be sure to report them to your Exec employees. In this way, there will be no surprises, as they constantly see progress and identify and solve problems.

2. Competitive landscape data for the talent you need

Differentiation of competition is the # 1 recruiting challenge for SMEs. Especially since the highest priority roles – sales, operations, business development and engineering – meet the highest standards.

It is difficult for SMEs to be competitive when recruitment teams are assigned to resources, and C-Suite has no idea of ​​the talent market. No doubt your boss is hungry for pay, so use the data to get more resources and to launch initiatives that have the greatest impact.

For example, if you are recruiting high priority roles, use talent pools and industry reports to identify locations where the talent supply is greater than the demand. Not only will this set clear expectations in your C Suite, but it will also give you insight into potential hires that are moving your business forward. They can also present trends in talent that highlight what candidates are looking for in a future employer and how to do their job search.

Another effective tactic is to focus on each of these high priority functions with highly personalized employer brand content. Speaking of employer brand …

3. The impact of a good corporate image of the employer and where your colleagues invest

77% of SME talent acquisition managers recognize that their employer brand has a significant impact on their ability to recruit top talent. After providing your C-Suite with data and information on increasing competition, try to apply for an employer brand budget higher than that of the competition.

If you do not get the blessing for more recruiting budget, explain how to use it differently to get great talent. Indicate the distribution of what you currently use for your budget and where you want to invest if you have more freedom (in dollars and expenses). For example, drag a small amount of an area to perform a small employer brand test. Ask to work with marketing to share the condominium site, social media channels and content production. Most SMEs have 1 to 5 people managing their employer brand.

Do not forget to show what your colleagues think and how you should invest in the same way to be ahead of the competition:

To find out more about the industry you can share with your leaders, check out the 2017 Small and Medium Business Recruitment Trends Report, which tells you what your colleagues like.

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