Concerns over remuneration among jobseekers may be stopping them from seeking employment with SMEs. Image courtesy of: Keattikorn/freedigitalphotos.net
Concerns over remuneration among jobseekers may be preventing smaller firms from hiring the best talent, according to a new survey.
The research from leading recruitment firm Hays
found that 49 percent of jobseekers surveyed believe that salaries at small firms are not as competitive as at larger organisations.
Over half (55 percent) think that smaller businesses are not able to offer as many benefits. And despite 74 percent reporting a positive time working for an SME, 25 percent would rather work for a large organisation.
A significant 52 percent expressed concerns over the stability of smaller organisations, perhaps reflecting the general attitude of jobseekers in the aftermath of the economic downturn.
Despite these results, there was general consensus that job satisfaction can be found in organisations of all sizes.
Respondents also identified positive factors about working for SMEs, including a more hands-on approach (88 percent), greater responsibility (83 percent) and greater understanding of the business as a whole (83 percent).
The chance to work more closely with senior managers was also a commonly identified benefit of being employed at a smaller firm, cited by 88 percent of respondents.
“In the current turbulent job market it’s no surprise that workers are looking for job security," Charles Logan, Director at Hays, said.
"But we also know that career development is very important to most professionals and this plays a key part in their decision to leave an organisation and accept a new role. To attract the skilled and talented individuals needed to remain competitive, small businesses need to combat some of the stereotypes and ensure professionals are aware of the advantages they can offer workers looking to move their careers on.
“If they cannot compete with larger salaries or more expensive benefit schemes, they can often provide more interesting and varied work and the chance for people to work with senior people. It is these benefits that they need to sell to professionals.
“Benefits need to be finely tuned to the needs of workers in smaller businesses. To counter worries about stability, smaller employers need to clearly communicate to potential recruits where their business is heading and the opportunities for future growth.”