How do you stand out when running a small business that doesn’t have the luxury of having a dedicated HR team? Marie-Joëlle Charlebois, talent development consultant, offers five tips to make your SME attractive in a context of labor shortage.
Posted at 11:00 a.m.
Invest in retention and engagement
From the outset, Marie-Joëlle Charlebois recalls that in human resources (HR), it is always better to focus on prevention: “Investing in your corporate culture reduces the risk of departure, which is a winner in the long term. . She cites a Gallup study that found that companies with low engagement factors have 18% to 43% higher turnover rates than companies with high engagement. This data can be easily measured by an internal survey, she points out.
Determine your needs and assemble the right team
In SMEs, there is often a single person wearing several HR hats rather than various specialized professionals. So it may seem intuitive to hire someone with a lot of experience. However, these professionals will be expensive and less motivated by basic tasks. Marie-Joëlle Charlebois therefore recommends analyzing your needs to identify the best return on investment. For example, it may be advantageous to hire external resources for specific needs such as the revision of salary scales or a diagnosis of operational issues. Several grants are offered for this purpose, in particular by Emploi Québec and SODEC.
Giving meaning to employment
SMEs offer a distinct attraction from that of large companies: positions generally provide more autonomy and flexibility. It is important to highlight this adaptability to applicants.
Employees also need to give meaning to their work. Some will seek the challenges, others the association with corporate values.
Some candidates may prioritize the positive benefit of products for customers, while others want a sense of being part of a collaborative team. Marie-Joëlle Charlebois therefore suggests highlighting a variety of factors in her hiring tools so that candidates identify with the organization’s priorities.
Exercising “mature” leadership
A large part of resignations is related to the relationship with the manager. Promoting so-called mature leadership will thus have the effect of increasing employee retention. The consultant cites four strengths that characterize management maturity: introspection, humility, curiosity and courage. Emotional intelligence, meaning the ability to identify and regulate one’s own emotions, among other things, is also an essential skill. Mme Charlebois points out that leadership depends more on this ability to question oneself than on years of experience, so we must be careful not to choose our managers based solely on seniority.
Priority: supporting its managers
Supporting its employees in a leadership position in their day-to-day team management challenges must be a priority. Managers are often promoted for their communication skills or their productivity, but these qualities are not enough to really establish a healthy, proactive and balanced management. Several methods of accompaniment such as group workshops, sessions of coaching private or psychometric tests are offered to companies. However, Marie-Joëlle Charlebois advises choosing the right training. Working with a specialist consultant can help SMEs design tailor-made learning solutions for their basic needs.