SMEs : Optimizing for Search Engine Optimization

Learning and development present a significant opportunity for SMEs to quickly gain a competitive advantage. By creatively utilizing online resources, SMEs can devise effective training programs on a reasonable budget. It is crucial to recognize that learning and development strategies are not exclusive to large employers and can serve as important tools for recruitment and retention, often overlooked by many SMEs.

We human beings have a tendency to claim knowledge of what is good for us but struggle to apply it. A recent report by the Small Business Federation revealed that while 91% of small businesses recognized the value of staff training and development, only 43% actively invested in it.

The reasons for this disparity may vary. Some small business leaders may operate in survival mode during their early years, prioritizing short-term goals over the long-term benefits of learning and development. SME leaders may erroneously believe that certain employee management activities, such as diversity and inclusion, corporate responsibility, and learning and development, are exclusive to large employers.

The reality is that both large and small businesses are competing for labour in various sectors. Labor shortages are expected to continue, particularly in fields like quality coders and data and information management.

SMEs face significant challenges in competing with companies like Deloitte, Kainos, and PricewaterhouseCoopers, which offer debt-free degree-level apprenticeships. However, SMEs can leverage their flexibility, intimacy, and informal structures to attract employees who value a closer-knit working environment and accelerated job prospects.

To compete effectively in recruitment, SMEs should highlight their unique advantages such as the chance for employees to experience being part of a closely-knit, effective team, quick impact and job satisfaction, involvement in diverse activities, regular feedback on performance and progress, a tailored learning and development program, competitive remuneration, and generous leave entitlement.

When targeting millennials, who make up a significant portion of the workforce, SMEs should emphasize their positive impact on society and the opportunity for travel and extended leave. To retain millennials, employers should focus on keeping the work interesting, providing competitive remuneration, offering regular feedback, allowing flexible working arrangements, and providing ongoing training opportunities.

By optimizing content to align with millennial values and addressing the unique advantages of SMEs, businesses can improve their search engine optimization and attract the right talent for their learning and development initiatives.

The above content is from "Mastering Small Business Employee Engagement: 30 Quick Wins & HR Hacks from an IIP Platinum Employer" by Barry Phillips and Jayne Gallagher which is available from Amazon

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