Level Up Your Talent Game: How SMEs Can Win Against the Big Guns

Level Up Your Talent Game: How SMEs Can Win Against the Big Guns

By EMBS Engineering Director James Hall

I had a very insightful conversation with a mate over the weekend – a Toolmaker, the proper old-school apprenticed kind. He’d been grafting at an SME for years, solid work. Then, BAM! Rolls Royce came knocking, offering an Engineering Technician gig.

The lure? Serious training and development, a cracking pay and benefits package, and the stability of a big name. Yeah, shifts were part of the deal, but the pros massively outweighed the cons for him. He jumped ship and hasn’t looked back.

This story, though, it’s the daily grind for so many SME leaders I speak to. How the heck do you even try to snag top-tier talent, or hold onto your star players when giants like Rolls Royce, JLR, and ITP are on the hunt?

Well, here’s my take on it:

First things first: Get your house in order with a solid people plan. Think of it like this: You wouldn’t go to market with a half-baked product, would you? Same goes for talent. You need a slick, efficient recruitment process that screams professionalism from the get-go. First impressions really do count and show potential hires you run a tight ship.

When you’re mapping out your hiring and people strategy, really dig into these areas:

• Brand Awareness: How visible are you? Is your website stuck in the dark ages? Got a LinkedIn presence that’s actually active? Share your wins – new contracts, investments, trade show appearances, even internal promotions. Let people see the buzz around your business from the outside in.
• Your Employee Value Proposition (EVP): What makes you the employer of choice? What’s your unique selling point for potential hires? Be honest – “basic pension and 20 days holiday” isn’t cutting it anymore. Can you offer flexible working to boost work-life balance? Are your overtime rates and bonus schemes genuinely competitive? What about an Employee Assistance Programme for that extra layer of support? Think beyond the basics – cycle-to-work schemes, tech or car benefits through salary sacrifice are easy wins. And for truly committed talent, have you considered share schemes like EMI? It’s a powerful way to show you’re invested in them long-term.
• Onboarding That Sticks: You’ve landed a great candidate – fantastic! Now, do you have a proper plan for when they join? Stick to the promises you made during the hiring process – integrity is key. Regular check-ins during and after probation, annual appraisals, and pay reviews aren’t just tick-box exercises; they show you care.
• Growth and Voice: People want to see a path. Even a rough outline of milestones and career progression goals makes a difference. And crucially, are you actually listening to new ideas and suggestions? One of the killer advantages of an SME is the agility and lack of red tape. Let people have a real impact.

When it comes to actually hiring, be smart:

• Know What “Good” Looks Like – For Real: Get everyone involved in hiring on the same page. What are the non-negotiables?
• Data-Driven Decisions: Don’t just guess what the market rate is. Do your research. Understand the true value of the skills you’re after. If you can’t offer a competitive package, you’re going to struggle to hold onto top talent.
• Hire based of values and characteristics: Instead of just thinking, can they fill a requirement now, do they portray the values of our company, our DNA? Will trumps Skill everytime. Consideration for the future is paramount when wanting to grow a successful business but importantly, want the employees to still be with you on a journey as they all possess the same values and ethos.
• Pay for Value, Not What You Think You Can Get Away With: If someone is worth a £10k jump, pay it. It shows you recognise their value and are serious about them joining your journey. This also helps you avoid messy bidding wars – you know your limit based on their worth to you.

And finally, remember your inherent strengths as an SME:

• Agility is Your Superpower: You can move faster, adapt quicker to market shifts, and often offer more flexibility around work-life balance than a lumbering corporate giant.
• Broader Horizons: Roles in SMEs often mean more variety, more exposure, and more autonomy. That can lead to greater job satisfaction.
• Real Development Opportunities: Fewer layers mean less competition for promotion and more chances to shine.
• Your Voice Matters: In an SME, you’re more likely to make a tangible impact and have your ideas heard.
• The Ownership Dream: It’s a genuine possibility in some SMEs for employees to gain shares or even become future owners – something virtually unheard of in the corporate world.

So, while you might not always be able to match the headline salaries and benefits of the big OEMs, SMEs have a powerful story to tell. Focus on your strengths, build a compelling EVP, and treat your people right. You might just surprise yourself at the talent you can attract and, more importantly, keep.