Small and medium-sized enterprises are the foundation of a country’s economic success. But SMEs in rural regions are particularly affected by the shortage of skilled workers: the baby boomer generation is retiring, and generations Y and Z are increasingly drawn to large cities. In addition, young talents in particular have very different expectations of their future employer – and are hardly addressed by traditional job advertisements. Challenging conditions that require special measures.
SMEs face tough competition
In the war for talents, many SMEs often come up short. Larger companies and corporations usually enjoy a better position due to their brand recognition. They benefit from larger budgets, well-known products, a strong reputation and, not least, their locations. With these five measures, small and medium-sized employers can still achieve greater success in their own recruiting:
1. An inventory analysis reveals important optimization potential
An inventory analysis clarifies which measures are already being used and working to find the right employees. A review of the current recruitment process helps identify potential bottlenecks and inefficiencies. Take a close look: are you actually receiving too few applications? Or are candidates dropping out during the recruitment process? If so, for what reasons? Two key metrics are especially important in the analysis: time to hire and cost per hire. Also conduct interviews with current employees as well as candidates to gather direct feedback and identify potential improvements in the recruitment process. The goal should be to reduce both metrics through adjusted measures – and perhaps even improve overall outcomes.
2. Strengthening employer branding
What values, qualities and characteristics define your company? What can you offer? We often find that small and medium enterprises tend to downplay their strengths and are unaware of the advantages they offer to employees. Again, it’s worth taking stock: what is the company's reputation and attractiveness as an employer? What is the online presence like? What values does the company represent? For Generations Z and Y, cultural fit and the meaningfulness of the role play a major role – SMEs should therefore further strengthen their employer branding and communicate unique selling points, benefits and values in a way that’s tailored to the target audience. Especially for employers in rural areas, one thing counts: remote work – if compatible with the role – is an attractive tool for retaining talent.
3. Recruiting small and medium enterprises means networking and active sourcing
Waiting for talents to respond to a job posting is no longer enough. Instead, SMEs should increasingly focus on networking and active sourcing. Address passive job seekers – via social media, job platforms, at industry events or conferences. Make sure to communicate in a way that resonates with your target group. First, carefully analyze which professional group, at which age, considers which conditions particularly attractive, and which channels are best suited to be seen as an appealing employer. And as always: the simpler the application process, the greater the likelihood that talents will apply for a position at your company.
4. Especially helpful: a reliable talent pool
Sustainable candidate management via a talent pool saves considerable resources. From former working students to interns and talents who may be suitable for future roles – stay in continuous contact with your candidates. This is particularly easy to manage with the e-recruiting software from Refline.
5. Leveraging the strengths of your own organization
Through social media and other personal connections, most people in an organization are well connected with potential candidates. This is something that especially small and medium-sized companies should take advantage of to gain visibility within their target groups at little or no cost – or to fill positions directly via employee referrals. Use your employees’ networks to draw attention to open roles. Offer rewards for successful referrals. And don’t forget: existing employees can acquire new, required skills through training and further education – so an internal job change is often a viable option.
Optimal support in talent acquisition: the e-recruiting software from Refline
Whether in rural areas or in the city, from small businesses to growing SMEs and corporations: the e-recruiting software significantly simplifies talent acquisition. Benefit from up to 70 percent less administrative work and invest your time instead in targeted communication and strong employer branding. Contact us today for an initial consultation or test the live demo now!