Top Tips for SME’s To Hire Great Staff


time to change I was recently  interviewed by SmartCompany (Australia’s No.1 SME digital publication) for advice on helping SME’s hire staff in 2017.  The article resulted from  surveys conducted by a large accounting firm indicating strong  confidence and growth projections 2017 and indicating that   circa  40% of SME’s intend to hire new staff during the year.    Below is my ‘no holds barred’  advice and tips :

Hiring all about attitude

Recruiting even just one employee is a daunting task for so many business owners, and one expert believes it comes down to attitude.

Sue Parker, hiring strategist at DARE Group, told SmartCompany SMEs can fall into the trap of having the wrong approach when starting to think about hiring.

“SMEs traditionally struggle because they are not an employee’s brand of choice. Business owners need to take a step back and look at why someone would want to work for me and my business,” Parker says.

Parker believes putting yourself into the mindset of a job seeker is the first step to successful hiring practices. “You need to attract people that don’t know anything about you or your business. You need to sell to potential candidates, who then, in turn, need to sell you,” she says.

Start planning your recruitment now

Parker says a “knee-jerk reaction” to hiring must be avoided, because improperly researched hires can cause trouble for businesses down the road.

“If you start 2017 and you know you want to hire staff in three months’ time, start thinking about it and planning immediately. Know where you want your staff growth to happen, and begin developing your platform of attraction,” she says. “Don’t panic and wait until right before the interview, get onto it now.”

Part of an extensive hiring process is the creation of a “cracker” job advertisement, which Parker says SMEs traditionally struggle with. A “robotic” job ad won’t do you any favours.

“Write engaging purpose-filled ads with a marketing slant, show somebody why they would want to work for your business,” Parker says.

“Be realistic. Show your applicants what success would look like in the role you’re advertising. Most job ads have all the bullsh-t criteria, but don’t focus on the nature of the role itself.”

Finally, Parker’s last tip for hiring is to “get real”.  “SMEs need to be real about their imperfections and perfections,” she says. “This gets everyone on the same page and avoids surprises two months down the line when you realise the person you hired isn’t who you thought they were.”





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