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How To Find Genius Talent For Your SMEs

Sep 19, 2023 | Salma Azra Abdool

In the competitive landscape of Small and Medium Enterprises (SMEs), identifying and harnessing genius talent can be the key to unlocking innovation and sustainable growth. This blog explores effective strategies and techniques to discover and nurture genius talent within your organization, ensuring your SME thrives in an ever-evolving business environment. Whether you're a startup or an established SME, these insights will help you build a team of exceptional individuals who can drive your business to new heights.


A job description is a document that profiles the fundamental responsibilities and requirements for a vacant position. It is a written narrative describing the general tasks and responsibilities of a position.

Steps in Creating an Effective Job Description

Ø  Start with a strong headline. The headline is seen first by the applicant therefore there should be a focus on clarity, conciseness, and attentiveness. The roles and responsibilities of the job should be accurately reflective of its goals. This will assist applicants in assessing their suitability for the role.

Ø  The essential skills and experiences should be listed after the headline. Such skills should be listed clearly. This is of vital importance as unqualified applicants are set apart thus saving time during the recruitment process.

Ø  Working for the company and the benefits should be focused on. What does the company have to offer that makes it a great workplace? Highlighting the benefits whether they are competitive salaries or flexible work environments will help in attracting top talent.

Ø Keywords should be used throughout the entire job description which narrows down the search results and can be seen by more candidates.

Ø  Review the job description carefully before posting. Be sure to make it look professional without typographical errors.

Benefits of a Job Description to Small Businesses

Ø  Small Businesses attract top talent and set expectations by providing a job description. The hiring process is guided, and candidates can be screened for the best fit. Interview questions can be developed, and candidates’ expertise and experience can be assessed. A culture of transparency can be created by small businesses when a brief transparent job description is provided.

Ø  Communication is also improved between employees and managers with a job description. With the roles of each position highlighted, it establishes agreement that communication is clear and concise, and everyone is on board.

Ø  Employees’ performance is also tracked using a job description as areas of improvement become more identifiable. This ensures the full development of employee performance and the meeting of their roles and expectations.
The best job description is one that is clear, condensed, and captivating. It should be specific to attract skilled candidates but also not too detailed to deter candidates from applying. The prerequisites of the position should be realistic and truthful. 


Managing effective interviews is an essential step in the hiring process. It gives the interviewer the opportunity to evaluate the candidate’s skills, experience, and suitability for the role. By following the tips given below, a just, productive, and enlightening interview can be conducted.

The Interviewer must:

Ø  Be Prepared.
Become familiar with the job description and the candidate’s Resume. With this being done, relevant questions can be asked, and the candidates’ qualifications can be more easily assessed.

Ø  Start strong.
The most important part of the interview is the first few minutes. Introduce oneself by starting and welcoming the candidate.

Ø  Ask open-ended questions.
One specific answer yes or no cannot be given for open-ended questions. This is an excellent way to get the candidate to talk about his skills, professional experience, and qualifications.

Ø  Listen Actively
While the candidate is speaking, listen attentively. This will help you in asking follow-up questions and remember what they spoke about.

Ø  Take notes.
This will help the interviewer remember important points of the interview and make comparisons with other candidate responses.

Some Specific Types of Interview Questions

Ø  Factual Questions
Assesses the candidate’s skills and expertise.

Ø  Behavioral Questions
Describes how the candidate handled specific situations in the past

Ø  Situational Questions
Ask candidates how they would handle a circumstantial situation.

Ø Problem-Solving Questions
Ask the candidate how they would solve a specific problem.

Ø  Personal Questions
Helps the interviewer to get to know the candidate better. E.g., Career goals of the candidate.
Conducting an effective interview ensures that you are hiring the right fit for the job. The company’s productivity can be improved as well as building a positive prestige for the company as an employer. Effective interviews can also attract and retain the best talent and enhance employee morale and efficiency.


Onboarding is the process whereby a new employee is integrated into a company. He or she gets acquainted with the company’s culture and policies to successfully become a member of that company. Onboarding can begin before the employee’s first day (welcome emails and access to company resources) and continue throughout the employee’s first few weeks (meetings and training).

New employees can be onboarded successfully by the following guidelines.

Ø  Set Clear Expectations
The roles and responsibilities and Onboarding of new employees must be understood clearly.

Ø  Provide a Mentor
A new employee is guided and supported by a mentor. He or she helps the new employee to learn the ropes and settle into their new role. This can be both formal and informal training with the resources needed by the new employee for growth.

Ø  Provide Training
The new employee should receive formal and informal training on the company’s products and services, and specific skills needed to succeed in their new roles. The company’s culture and values as well as its goals and objectives should be clearly taught and understood.

Ø  Give the new employee time to adjust.
Be patient and have an understanding towards the new employee as he/she takes time to adjust to the new job and company.

Ø  Provide ongoing support.
After completing the onboarding process, support for the new employee is still needed. This can be done by checking in with the new employee regularly and providing mentorship and training opportunities.
A good onboarding process should assist new employees in understanding their roles and responsibilities, getting comfortable in their new setting, learning about the company’s culture and values, understanding the company’s goals, and getting on track with their work tasks.


A positive work environment is a space where employees feel valued, respected, and supported. This work environment is important for many reasons including increased productivity and performance, enhanced employee morale and satisfaction, decreased turnover and stress, greater creativity, and innovation, and promotion of a powerful company’s culture. People are content with being themselves, thus thriving by doing their best work.

A positive work environment can be created by using the following guidelines.

Ø  Set Clear Expectations and Goals
Employees must know what is expected of them so that they can feel confident and productive in their roles. Such expectations should be communicated clearly and continuously as well as providing regular feedback. Employees are then able to monitor their progress and adjust accordingly.

Ø  Create a Culture of Trust and Respect
Employees need to experience trust from their managers and colleagues in terms of justice and reassurance. An environment should be created where comfort is felt by everyone in speaking their mind, giving ideas, and making mistakes.

Ø  Encourage Collaboration and Teamwork
Engaged and motivated employees always remain part of the team. Collaboration and teamwork should be enhanced by creating opportunities for employees to work together on projects and goals.

Ø  Provide Opportunities for Learning and Development
Employees would like to feel growth and development in their careers. Opportunities for learning and skills, taking on new challenges and career advancement should be provided for employees.

Ø  Celebrate Successes
When employees are successful at their jobs, their successes should be celebrated. They would feel appreciated for their hard work and dedication.

Ø  Be Fair and Consistent
Employees need to feel they are treated equitably and consistently. This equates to applying clear policies and procedures consistently.

Ø  Listen to Employees' Feedback
Employees want to feel heard and such opportunities should be established through feedback provided by employees.

Ø  Address Problems Promptly
Problems should be fairly addressed without delay, consequently, a positive and supportive environment is created.

It takes time and effort to create a positive work environment, but it is rewarding in the end. Employees who feel valued, respected, and supported are more potentially pleased and productive at work.


Managing Remote Employees Successfully fully collaborates with creating a positive work environment with some additional guidelines.

Ø  Use the right tools.
Managing remote employees requires the right tools such as project management, software video conferencing, and constant messaging.

Ø  Be Flexible
Managing remote employees obliges the manager to be flexible and understanding when situations come up.

Ø  Trust Employees
Autonomy should be given to remote employees and managers should abstain from micromanaging them.

Ø  Be Understanding of Employees' Individual Challenges
Remote employees may face more challenges than the physical workplace such as distractions at home, isolation, or facing problems setting limits amid work and personal life.

Ø  Encourage Employees to Take Breaks and Stay Healthy
Remote employees should be inspired to take care of themselves both physically and mentally by taking breaks, exercising, and consuming healthy foods.

Managing remote employees successfully demands distinct skills and strategies than managing in-office employees. Nevertheless, with the correct approach establishing a productive and engaged workforce remotely is feasible.

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