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In business, quality comes before quantity. In other words, quality is a key factor for growth. As with the biblical David and Goliath, size does not always connote superiority. SMEs can thrive to greater heights in a competitive business world; all it takes is a potent work force. In fact, no business can flourish without the right set of employees; they are the right tools for solving the different problems that organisations are faced with on a daily basis. Simply put, business can only grow when you have the right staff to work with. Dedicated and passionate staff can keep the fire of a business burning for generations. Who, when and where to hire depends on the company type and the entrepreneur, but there are basic things to put into consideration before you start hiring. For instance, for SMEs, high level executives may not be needed at the early stages. So, how does one get the best candidate for a small business enterprise? Referrals Referrals or recommendations are still one of the best ways to find great candidates for small and medium businesses. Referrals are uncomplicated, save time and energy, and are less expensive. They are easy and safe because referees will usually only recommend candidates that are skilled, trustworthy and loyal. Remember, the referee also has an image to protect. Look for candidates that will fit into your small organization and will deliver in the long run. This can be done through the help of friends, colleagues, business partners or associates. The Internet and Social Media Networking is one way to meet people, and in recent times the use of social media has expanded such coverage. Social media technology gives SMEs a wider market to operate and network. Technology has altered the way things used to be. Today online networking is of great importance to both employers and employees. Social media helps employers advertise their brands and also employees suitable for such jobs are recruited. SME managers can use social media to check potential candidates and their daily activities to see if they are best fit for the job. LinkedIn is a typical example. One-on-One Meeting (Face to Face Interview) When hiring employees, nothing compares to the face-to-face interview. It is an avenue for you to interact with potential candidates, where latent cues such as body language would be available to the interviewer. This medium gives you firsthand assessment of your potential candidate, and is considered as one of the best methods of hiring. Academic intelligence is not the only requisite for what constitutes a good candidate; you need one that is analytical and sensitive, and can stand the test of time (pressure). Be clear and precise with questions asked; go for the best amongst equals. SMEs should go for which ever method fits their organisational style. In the end, all that matters is how employees contribute to organisational goals.  

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This article was first published on 27th November 2013 and updated on January 28th, 2016 at 7:48 am

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