Hiring for SME’s

Hiring for SMEs

Finding and hiring the right candidate can be a challenging for SMEs. Following easy steps from firstly identifying the recruitment need, creating a job specification, right through to interviewing, selection, job offer, contracts and onboarding, can help you to find the right candidate that meets your business needs.

 In this article I am focussing on two of those initial steps, identifying the recruitment need and creating a job specification.


1.Identifying a Recruitment need

It is crucial for businesses to identify recruitment needs to ensure that they have the right people in the right roles, which contributes to the businesses overall success.

Here are some steps to help you identify recruitment needs:

  • Review your current talent pool in your business in terms of skills, experience, and performance. Identify any gaps or areas where you may need more expertise.
  • Understand the short-term and long-term goals of your business, and assess if your current talent pool positions you to achieve those goals.
  • Consider any upcoming projects, expansion plans, or changes in the market that may require additional employees or new skills.
  • Speak with your Managers to get their views on potential recruitment needs, any performance concerns, and potential opportunities for growth.
  • Review performance data for current employees to identify areas where they may be challenged or where additional support is needed.
  • Consider any external factors that may impact your business, such as industry trends, new technologies, or new regulations.
  • Look at the option of  promoting or re-training existing employees to fill any gaps, as there may be opportunities to develop your current employees.
  • Develop a recruitment strategy, including timelines, budgets, and the specific roles and qualifications required.

By proactively identifying recruitment needs, businesses can ensure that they are well-equipped to meet their objectives, maintain a competitive edge, and foster a positive workplace environment.


2. Creating a Job Specification

When the recruitment need has been identified and confirmed, it is important to create a job specification for the role. A job specification is a detailed document that outlines the key requirements, qualifications and responsibilities for a specific position within your business.

Here are the steps to create a job specification:

  • Job Title: Choose a clear job title that accurately represents the role and is easily understood by potential candidates and in the external market.
  • Job Purpose: Provide a brief overview of the job’s main purpose, highlighting how it contributes to the businesses overall objectives and goals
  • Key Responsibilities: List the primary duties and responsibilities of the role, in order of importance. Be specific and describe the tasks that the candidate will be expected to perform.
  • Reporting Structure: Clearly outline the reporting hierarchy for the position, including the role that they will report to and any employees or team that the candidate will be responsible for managing.
  • Qualifications and Experience: Specify the minimum education, certifications, and professional experience required for the role. Include any desirable qualifications that would give a candidate a competitive edge.
  • Skills and Competencies: Identify the key skills and competencies that the candidate should possess, such as technical abilities, communication skills, problem-solving skills, and leadership skills.
  • Work Conditions: Describe the work office and any specific conditions the candidate should be aware of, such as travel requirements.
  • Performance Expectations: Outline the key performance indicators (KPIs) or objectives that the candidate will be expected to achieve in the role.
  • Equal Opportunity Statement: Include a statement that your business is an equal opportunity employer and committed to diversity and inclusion in the workplace.

Once the job specification is complete, it should be reviewed by relevant stakeholders, such as HR and the relevant Hiring Manager, to ensure it is both an accurate and comprehensive description for the role . The job specification can then be used to create a job advertisement and guide the recruitment and selection process. By providing a clear and thorough job specification, your business can attract the right candidates and streamline the hiring process.


To learn more, please join myself and Samantha Kelly on a linkedin audio event, where I will be discussing more details and 10 Easy Steps on Hiring for SMEs. Link below to join – hope to see you there!