Blog 

Posts tagged “SME Recruitment”

Recent data shows that 33% of the workforce leave their job before they have crossed the half-year mark. Whilst this can be an opportunity to capture key talent in the marketplace it is also a challenge for employers who want to retain their existing workforce. Retention starts at day 1 of the onboarding process (if not before), so how can you maximise your recruitment investment, reduce the impact of staff turnover and benefit from the existing talent that ultimately owns your customer experience CX? 
 
Our guest blog by Charlotte Green, Founder at Specific Learning & Coaching Ltd, a specialist learning agency that use The Specific Method, which is a blend of insight, training, coaching and mentoring to develop leaders explains what you can do to improve your retention levels and become known as a ‘great place to work’ through implementing a successful employee onboarding process. 
 
Make sure you effectively introduce new employees to the Company Purpose, Mission, Vision and Values 
 
Implementing standardised operational checklists and templated documents as simple as it sounds, enables key people to follow a process through the cross-functional areas of your business and offers important support and a step-by-step approach that is clear and easy to understand. Imagine the overload of information within the 3 6 and 12 week period. 
Three fifths of the workforce work within the SME sector, yet when you look at recruitment providers do you see half of them offering to recruit for the SME market compared to corporate? The truth is recruitment is mainly offered as a one size fits all offering – yet the needs of an SME are very different from the corporate sector. If you are an SME looking to recruit, are you aware of the differences between your roles and those in a more corporate environment and what should you be considering in your recruitment process? 
 
 
SMEs are more likely to have roles that offer a breadth of experience and require a range of skills that need recruiting for. 
 
A job role is more fluid within an SME as often the company is growing quickly, and people and processes need to adapt quickly to the regularly changing environment. Corporate positions often have a more defined structure and career pathway through the company. How is your recruitment provider testing candidates to demonstrate their ability to be flexible and adaptable within a role and willing to take on extra responsibilities? 
 
 
The outsourced recruitment model is significantly different from using a standard recruitment agency. If you aren’t happy with your current recruitment provider and are interested in finding a new way of doing things what are the problems you may encounter with using an outsourced recruitment solution? 
 
 
1. You will be charged regardless 
 
The outsourced recruitment model is based on paying for the time it takes to recruit rather than a placement fee. This means that as soon as you engage with a company there is a bill to pay. However, you will find this is much less than a placement fee and you will get much more help, support, and guidance through the recruitment process. If you think that on average it takes a recruiter 6 days to find a candidate for you – then look at what a placement fee equates to – and do the maths, this is a much higher daily rate than you would usually pay for this level of consultancy using an RPO. 
 
 
 

Tags

Our site uses cookies. For more information, see our cookie policy. Accept cookies and close
Reject cookies Manage settings