The current market scenario is moving at a rapid pace and requires businesses, especially small and medium enterprises (SMEs), to have an impressive capacity for innovation and adaptation. If they merge these elements, their stay in the market will be virtually guaranteed; if they fail the mission, then failure is imminent.In a process like this, the human factor plays a key role because their skills, talent and willingness depend on corporate development.SME`s require passionate, committed and staff that are willing to work together to hold a world full of opportunities, where technology has become a detonator of new success stories.Therefore, the strategic thinking of SMEs must not only concentrate on operating the business and the consolidation of a sound financial structure, but also in attracting talent that will match your needs and goals.
Analysts assert that SMEs should consider the following topics:
1. Structuring systems with full awareness. These economic units have to define the structures and systems that enable them to fulfil their goals. From them, they must guide their search for talent.2. Create job profiles. The SMEs have to identify the characteristics, knowledge and attitudes that every area of the business demands. For example, look for staff to monitor and manage corporate finance; talent to ensure technological efficiency of the company or to develop marketing activities.3. Make a market survey on wages. The SME must identify what type of salary offered by their rivals. Based on that information, they should create competitive wage plans.4. Think about professional development programs. It is essential that SMEs develop programs such as these so that their partners can grow and move up.5. Find ideal candidates. Getting the best talent is the next step. To achieve this, SMEs have to prepare thoroughly their interviews and get the information they need about the tastes, experience and attitude of the candidates.6. Provide a great welcome. After weighing up the interviews and references of the applicants, and chosen your new employees, the task of SMEs is to give an excellent welcome. This includes giving a good induction process, where new workers are familiar with the productive activities and corporate business image.
Strategies for retaining talent in SMEs
Due to the corporate inexperience of SMEs, the learning curve to grow and the economic challenges they face in their first years of life will test their ability to deliver high-quality jobs and retain their talent.HR specialists explain that, despite the difficulties, SMEs have other alternatives to keep their employees build lasting relationships with them and keep the evolution process of corporate assets; all this without large cash charges.Among the options available to SMEs to retain their talent and provide a sense of belonging include the following:1. Personal Recognition. Experts in coaching and human development indicate that to communicate the value of their team`s work will directly affect their mood and conviction to achieve objectives. For employees, it is constructive and encouraging that they really matter to their leaders.2. Rewards. SMEs can also endorse its commitment to its employees through small actions such as the allocation of free afternoons, the realisation of recreation, outdoor work and so on.3. Training programs. Investment in the personal and professional growth of the human factor is an excellent mechanism for them to be loyal and increase productivity.Training solutions, both onsite and virtual, have adapted to the needs of SMEs, making them both affordable and practical.4. Relaxation of time schedules. Today, employees look comprehensively to balance their personal life with work, a trend that SMEs cannot underestimate. These economic units should analyse the qualities of its employees and the significance of their activities; they can perform management schedules that are mutually beneficial.
