Running a successful business often means being able to bring in the right talent. For SMEs in the UK, this often means recruiting internationally. Of course, businesses of this size might lack the name recognition enjoyed by larger multinationals. As such, they must rely on an assortment of tricks and strategies to bring in the people they need.
But what strategies are the most popular in 2025?
Leveraging Remote Work Opportunities
The COVID-19 pandemic demonstrated that many jobs can be performed remotely. Wherever a would-be employee is in the world, the chances are good that they can contribute without having to worry about travel, or immigration law. This effectively affords SMEs access to a much broader pool of global talent.
Investing in Employee Development and Upskilling
The best talent is often attracted not just by a generous pay packet, but by the opportunity to grow professionally, and to further their career. Where SMEs offer training and development opportunities, they make themselves better able to bring in, and retain, the talent required. What’s more, training tends to make new recruits more productive, especially when it’s tailored to the particular needs of a business.
Offering Competitive Compensation and Benefits
Of course, the offer of a reasonable salary is also going to sway would-be recruits. You might also look at the fringe benefits being offered on top of the pay itself, which can often be more cost-effective for the business. Many employees might be persuaded by the offer of flexible working hours, and bonuses for good performance. It’s worth doing a little bit of research, so that you can determine exactly which perks might be valued by your would-be hires. Weigh this value against the cost imposed by the perk in question, and prioritise the perks that represent the best deal for the business.
Navigating International Hiring Regulations
Hiring international talent often means having to contend with international law. Even if your hires aren’t going to be crossing international boundaries, you might still have to comply with employment law in a foreign jurisdiction, and be liable for new taxes. This is where an employer of record can be so useful. This service will do the actual employing on your behalf, so that you can be sure of compliance without having to navigate a complex and expensive administrative process.
Building a Strong Employer Brand
The brand and reputation of the SME in question might also be persuasive. If the name and logo of your business are synonymous with certain values, like sustainability and personal freedom, then you might be more attractive to employees who share those values. This is another good reason to be vocal about your organisation’s ethos, and to make all of your business activities consistent with that ethos.