Most SMEs fail at hiring. Not because they can’t find talent, but because they don’t know how to hire for growth.
They make the same critical mistakes repeatedly:
– Hiring based on experience rather than adaptability.
– Prioritising degrees over problem solving skills.
– Focusing on cultural “fit” instead of cultural “add.”
The result? Stagnant teams, uninspired employees, and businesses struggling to push forward.
If you’re growing but can’t seem to find the right people, the issue isn’t the talent pool; it’s your hiring strategy. Here’s how to fix it.
1. Start Hiring for Ability Rather Than Experience
Many SMEs mistakenly equate experience with competence, but a long resume is worthless if the person can’t execute, and some of the best problem-solvers come from unconventional backgrounds. Corporate veterans often struggle in SME environments, proving that past experience doesn’t guarantee future success. Instead of hiring someone who has “done it before,” prioritise those who can adapt, think fast, and get things done.
2. Hire for Cultural Impact
SMEs obsess over “cultural fit,” but here’s the problem: if you only hire people who match your existing culture, your company never evolves. Innovation comes from diversity of thought, disruptors push teams beyond outdated processes, and those who think differently force real growth. Stop seeking employees who will blend in and start hiring those who will challenge the status quo.
3. Speed Up Your Hiring Process
In a scaling business, speed is everything. Drag out your hiring process, and you’ll lose top talent to faster moving competitors. If you need more than three interview rounds, you’re overcomplicating it. The “perfect” candidate doesn’t exist, so hire smart people and train them. Make offers quickly because talent won’t wait while you hesitate. Move too slowly, and you’ll be left with the candidates no one else wants.
4. Offer Real Growth
SMEs try to compete with big companies by offering trendy perks: free coffee, table tennis tables, and “fun” office spaces. However, high performers don’t care. They want meaningful work, a clear path for growth, and leadership that actually listens. If you want to attract top talent, ditch the gimmicks and start creating real opportunities.
5. Invest in Onboarding
Many SMEs invest heavily in hiring, only to neglect onboarding, setting new hires up for failure. The first 90 days are crucial for long-term success, so set clear expectations from day one. A poor onboarding process leads to high turnover, and turnover kills momentum. Training isn’t a cost; it’s an investment and if you don’t invest, someone else will. A great hiring strategy doesn’t end with a signed offer; it ends when new hires are fully integrated and delivering results.
Final Thought: SMEs Don’t Have a Hiring Problem, They Have a Decision-Making Problem
If your business is struggling to attract and retain top talent, it’s time to rethink your hiring strategy instead of blaming the job market.
Focus on potential rather than just experience. Skills can be developed, but the right mindset and adaptability are invaluable. Seek diverse perspectives instead of hiring candidates who simply fit the existing culture, as innovation thrives on different viewpoints. Act with urgency in your hiring process, because top candidates won’t wait around for slow decision making.
And most importantly…Be the kind of company that great people want to work for.
Looking to Scale Your SME? Contact Chalkhill Blue Limited!
Chalkhill Blue Limited helps SMEs build high-performing teams to support their scaling efforts. Reach out to us now at [email protected] or call 01793 239542 for assistance in building the right team for your business.
