Call our team on 01392 829400  |   Login

Small can still be attractive: Recruiter Magazine Feature

Written by Lucy Heskins | October 5, 2014

‘Smaller businesses are playing a vital role in the UK’s economic recovery. To help them continue to grow, they need to attract the top talent and sometimes the recruitment processes used can hinder their goal’ – Sue Weekes, Recruiter.

The Webrecruit team was asked by Recruiter to share its thoughts on the issues and challenges SMEs face when hiring, and how technology can assist.

Weekes suggests that if SMEs are to continue to play a vital part in the UK’s economic recovery and attract top talent to help them grow, many need to re-examine their recruiting processes. Where appropriate, they should introduce technology that enables them to recruit more efficiently and more effectively. And this includes using tools that help them to extend their reach and presence in the mobile space as this is increasingly where candidates begin their job search.

Recruitment technology and software

Below is an excerpt of the article, or you can read the full feature here.

Small and medium-sized enterprises (SMEs) have contributed to bringing the UK unemployment rate down to its lowest levels in five years. And according to the Federation of Small Businesses (FSB), five times as many small firms (10.5%) planned to increase headcount over the summer months compared to the second quarter of the year.

For many of these smaller companies, recruitment is still largely a manual process. They may use job boards and/or have vacancies posted on their website but the process of collecting, tracking and sifting through applications and CVs generally lacks automation.

Jay Cholewinski, managing director of the recruitment service and software provider Webrecruit, says that within its client base, there is one overarching theme for small businesses: how to compete with larger organisations to attract the best talent, whether it is because of a lack of budget to use the right channels, having a lesser known brand or lacking the expertise and manpower to manage the candidate experience.

Clearly, it also comes down to not being able to offer comparable and competitive reward packages but while technology can’t address this, it can help to level the playing field in other ways and help to make SMEs far more efficient and effective recruiters.

“It’s those businesses without access to the most suitable recruitment technology who face the biggest challenges, making the concept of direct hiring even more distant,” says Cholewinski, who adds that while SME recruiters can often be “resourceful and savvy” when it comes to recruitment and rely on methods such as word-of-mouth to save costs, this can mean that only “known entities” are hired. “SMEs could open up their options more,” he adds.

For more information, view the full article here.