For SMEs that don’t have endless financial resources to sink into recruitment, competing with big businesses for top graduate talent can appear – on first appraisal – impossible. However, by employing the right strategies and working to their strengths, smaller businesses can win the best and brightest candidates. Here’s how.
The 2017 Deloitte Millennial Survey found that young people desire flexibility in the workplace – the ability to choose when they start and finish work, the responsibilities their role involves and the location in which they complete their work. Survey respondents reported that the flexible working arrangements they had available to them supported greater productivity and employee engagement, as well as giving their personal wellbeing, happiness and health a boost.
While it’s true that large firms can offer flexibility just as small ones can, they’re arguably more hamstrung by their size. As firms get larger and larger, successful management demands that roles for every employee are defined in a tighter manner to avoid bloat. This can lead to roles with narrow scope and subsequent lack of appeal.
Make your work meaningful
Working in a giant company can sometimes leave you feeling like an insignificant cog in a machine. A smaller business can take advantage of this downside to large corporate work and connect their employees to the outcomes of the firm in meaningful ways.
In a huge company, you might never even see the end product you have contributed to.
When everyone in the company understands what everyone else does, the lines between efforts and outcomes are clearer for all to see. In a huge company, you might never even see the end product you have contributed to. While this can be a tricky proposition to communicate to candidates, there are ways of doing it. Describing the role clearly in job advertisements and taking care to point out the holistic nature of the job can be one way. Another can be to use social media to communicate the practices, culture and day-in-the-life updates for employees of the business.
Use Mercer Match to play to your strengths
Targeting graduates you think will find your culture alluring and enjoyable is a good way to make them come to you. With Monash Talent and Mercer Match, you can do exactly this. The Mercer Match software tests candidates on a number of cognitive, emotional and social traits. With this information, you can look for those people that would fit into your organisation like the final piece of a puzzle.
Are you on the hunt for graduate talent to fill a vacancy in your company? Get in touch with Monash Talent today to learn more about how our methods can help you do so.