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In the fight to attract talent, guarantee of success and continuity of companies, many SMEs and micro-SMEs complain about how difficult it is to attract the best professionals, especially if what they need is young and innovative talent.
"Millennials - that generation of young people born between 1981 and 1995 - are already 40% of the workforce in Spain, but their talent is not being distributed evenly by all companies," say experts from the Cantabrian company Nexian HR .
These professionals, which are considered the best prepared in history, are mainly concentrated in those companies of greater size, with greater growth speed, or with greater brand recognition in the market.
So much so that in many of the fastest growing companies in our country, the average age is less than 35 years.
In this environment, the difficulty of attracting talent to SMEs or micro SMEs is an important burden for the future of small businesses.
Given this situation, the HR company Nexian has selected 6 tips to attract the best, even if we are talking about a micro-company:
Analyze your strengths.
First of all, Nexian experts remind us that there are many advantages to choose a small company to develop our professional career.
"Be aware of your strengths and use them in your favor to attract talent to the company," says a Nexian analysis.
Flexibility
For many millennial professionals, a rigid job of 9 to 6, or 7, can be extremely demotivating.
An option that is usually highly valued is to offer employees flexibility to complete their work hours when and where they need it, a certain number of days a month or a week.
The increase in tools for working remotely and that people can work from anywhere other than the office has never been so easy.
"The more ways you can find to give flexibility to your employees, the more likely you are to attract the best candidates," said the HR company Nexian.
In addition, it will always be easier to make a change in a small company than in a large multinational.
Communicate the activity of your company.
People interested in a certain topic, read all kinds of information channels related to their field of activity.
"If your company works on a technical challenge, a blog, or properly managed social networks, they can be a particularly useful space to reach potential very interesting candidates," added Nexian experts.
Encourage your staff to present you with interesting candidates.
Rewarding those employees who recommend an interesting candidate is a very smart initiative.
Who already works in a company, and feels committed to understand well what it means to work within the business and are in a position to identify who else could be a value for the company among its network of career partners or previous jobs.
In most cases, employees recommend only to people who believe they will be a good combination.
Communicate continuously with your employees.
In the company, communication is key.
And, specifically, "in the small business, the lack of communication would be incomprehensible," they say from Nexian.
In the smallest environments, where the members form almost one family, the proximity in the treatment is one of the main drivers of the commitment of their employees, "they add. And it is this same relationship between the driver and driver of the company that allows personal growth much faster than would be possible in a large company.
Variety of functions.
In the small business, one of the limitations, and at the same time one of the great opportunities, is that there is always a lot to do.
Employees who choose one of these companies will face a huge diversity of projects to be carried out, much more so than in a large company where everyone seems to be more specialized and where departments are much more tight.
"This is the perfect habitat to learn and exercise in all of them," adds the Nexian expert.
In conclusion, Nexian experts encourage small businesses to articulate a compelling argument that encourages a potential candidate to choose to work on them.
"If you hire a senior executive, know that these types of professionals generally seek financial compensation in exchange for a specific and timely service. For an intermediate manager, the greatest value of an SME is its permanence project. And, for workers younger, show them that there are opportunities for growth, "these experts conclude.
Source: Agencias / Foto: archivo
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