Three qualities SMEs should look for when hiring

Improve your recruitment success and compete with larger corporates in finding the most committed candidates. Nick Deligiannis guides you through the questions to ask to find the best.

Recruiting well for SMEs: Key insights

Small-to-medium-sized businesses (SMEs) have specific needs and priorities when recruiting talent. 

• SMEs need employees who are willing and able to go beyond their narrow job descriptions.
• Candidates with a genuine interest in your company are more likely to be flexible, committed and passionate about their role.
• Attitudes toward lifelong learning are a good indicator of the self-determination required of SME team-members.
• SMEs can rarely compete with the training and salary budgets of larger companies. Interviews are a great way to gauge priorities and showcase the benefits of working for and SME

The unique aims of SME recruitment: Background 

There is a unique bond that comes with working in a small-to-medium sized business. The natural comradery of work is amplified by having far fewer people involved in projects, with roles that are often less rigidly defined. SME employees often work outside the silos of their specific duties and collaborate more frequently, pulling together when needed. 

This allied culture can very easily be disrupted by the introduction of the wrong person. Therefore it’s important that you bring onboard talent who not only fits your team ethos, but actively thrives within it. In our experience, there are certain traits to look for to ensure you find a good match when recruiting for SMEs. 

1. A clear interest in your company

Commitment and flexibility are vital traits within an SME. As a smaller company with fewer people, there are going to be occasions when employees are required to work outside the narrow confines of their job description. It is important, therefore, to recruit professionals who have passion for the company; enough to fuel their going ‘above and beyond.’

The interview is a great opportunity to determine the drive and investment of a candidate. When you interview potential recruits, try asking them the below questions to determine their level of interest in your company:

• What [X] things appeal to you most about working here?
• What do you think sets us apart from our competitors?
• Given what you know about our company, why do you think you would be a good fit?
• Describe the last time you were asked to assist in an area outside your job description. What was the result?

There are other signs that indicate how interested a candidate really is in your company. A genuinely interested candidate will likely arrive for an interview armed with plenty of knowledge about your company history and where you are headed. They will come prepared with intelligent questions. They may even bring their own ideas to the table.

Judging interest is not just a matter of listening to what the candidate says, though. How they say it can be equally revealing. Make a conscious effort to read an interviewee’s body language – if they gesticulate, smile as they talk and make eye-contact, then they are probably excited about the prospect of joining your business. Alternatively, if they appear nervous, remember that this may well be because they really want the job. Do everything you can to put them at ease. Act affirmatively, nod and encourage them as they answer your questions. After all, a nervous and engaged candidate is preferable to someone who is aloof and acts disinterested.!

2. Personal commitment to lifelong learning

Lifelong learning is becoming a bigger part of how businesses upskill and develop their employees. Ongoing, personalised education in the workplace (as opposed to one-off training) is necessary to keep up with rapid digital transformations. Yet, whilst larger corporate businesses may have the budget to equip every employee with state-of-the art training programmes, very few SMEs have the same resources.

One of the ways an SME can still compete is to hire candidates who show a proactive approach to their personal learning. There is a free podcast, article, webinar or YouTube tutorial for almost everything these days. The important thing is to hire people with the self-driven, self-learning mindset to take advantage of such content. To determine a candidate’s attitude to self-learning, ask questions such as:

• When and how was the last time you learned a new skill?
• Can you tell me about an interesting new trend relating to your area of expertise?
• How do you make sure you keep your knowledge up-to-date?

3. An appreciation of non-material perks

SMEs can often struggle to match the budgets of large corporates, not just in training resources, but also in terms of salary, bonuses and benefits.

Therefore, when hiring, look for those candidates who place importance on all the great things you are in a strong position to offer as an SME. Your benefits could range from an open and engaging company culture, to a sense of purpose and passion for what you do. A professional working for you may have the chance to take on new areas of responsibility or enjoy clearer progression paths. Here are some questions you could ask to gauge where a candidate’s priorities lie:

• Why are you looking for a new role?
• What matters to you most when looking for an employer?
• What motivates you to perform?
• What aspect of a business engages you?

Questions like these help identify the candidates who will want to stay and progress within your business. Such candidates won’t be so easily swayed by an attractive counter offer from their current employer.

The questions asked by the candidate during the interview can also offer insight into their true motivations. Take especial interest if candidates ask more about the opportunity itself than the material perks.

Recruiting well for SMEs: Next steps

The implications of poor hiring decisions are felt heavily in an SME, but so are the effects of getting it right. The advice above should help you find that person who can fit seamlessly into your business, contribute strong ideas and initiatives, and help power your business forward.