It can be easy for hiring managers to make common assumptions. Big company logos and large head counts equal higher standards and stronger candidates, right? Not always, says Darren Brooks, director at HSEQ recruitment specialist TwoScore. He explains why employers should look beyond the size of the organisation a candidate has worked for.

‘It’s easy to assume that someone working for a global business with thousands of employees is operating at a higher level than someone in an SME. But the reality is: context matters more than company size,’ he says. ‘And if you’re not careful, those assumptions can really narrow the talent pool you’re fishing from.’

He notes bigger businesses are often biased about wanting to recruit from companies that are similar in size and type, especially in construction. But this means they could be missing out on the right person.

‘We know from experience that some of the greatest candidates out there, are the ones that don't necessarily fit the bill on paper. But when you meet them, they've got all of the skills and the personality you need.’

Common assumptions

Recruiters may have several assumptions about candidates that have worked in SMEs. For example, about the level of risk they have been exposed to, their experience of stakeholder management, or the complexity of the systems and processes they are used to dealing with.

But Darren says he has seen plenty of brilliant OSH professionals in smaller firms that have had real accountability, built systems from scratch and driven cultural change.

‘Often if you’ve worked for a smaller company, you’ve had greater responsibility than if you are a small cog in a very large wheel,’ he says. ‘You could be fully involved in all sorts; design, construction and delivery of management systems, new initiatives and training programmes. People from smaller organisations also tend to have more accountability than in bigger businesses, and can often demonstrate examples of cultural change quicker.

‘Headcount doesn’t necessarily mean complexity. Some of the smallest businesses have the greatest risk. By working in a smaller organisation, OSH professionals can pick up a lot of skills.’

Fresh approach

By only hiring someone from a similar-sized organisation, employers could also be missing out on new ideas and opportunities for innovation that come with more diverse recruitment strategies.

‘It’s hard for someone who’s only worked for a similar company to you to come in with fresh ideas and fresh input,’ says Darren.

Instead of looking for a ‘safe hire’ that relies on a plug and play approach to recruitment, employers should focus on candidates’ transferrable skills and personality.

He explains: ‘I think one of the greatest traits you should look for is ‘coachability’. Can this person be mentored? Do they have a thirst for new knowledge? That’s more important than what someone can do right now. It means whatever the future throws up in terms of technology and progress, they're the people who are going to thrive. Because a health and safety manager today isn’t what a health and safety manager will be in five years.

‘So looking for drive and personality is vital. Are they resilient? Are they adaptable and solutions-focused? You're building a company of people, so the more energy you have in a business, the stronger it will be.’

Dig deeper

Darren says the questions you ask at interview are vital to uncovering the true extent of a candidate’s skills.

He explains: ‘Instead of asking if someone has engaged with senior stakeholders, ask for examples of when they have had to influence people and probe a bit deeper. If someone has people skills they can learn stakeholder engagement. And if you’re willing to invest in someone you will get the payoff.’

At a time when good talent is at a premium, Darren says employers must dig deeper than size or headcount to attract more people into the industry.

‘It's a real challenge building strong health and safety teams. There's a skills shortage and the industry needs to attract the next wave of professionals. And if people are only open to candidates who’ve ‘done what we do’, you could be missing out on some absolute gems.’

Advice for hiring managers: how to look further than size

1. Look for transferrable skills and experience. Consider how candidates can apply what they have learned in previous roles.
2. Consider candidates with different backgrounds. This encourages new ideas and innovation.
3. Invest in the right people. Look for potential, then invest time and resources in training and mentoring them.
4. Ask the right questions. Ensure your interview draws out candidates’ skills and qualities.
5. Forget your assumptions. People from SMEs often have valued, real-world experience.

Source: Redactive Publishing Ltd

Comment: "Working for a big firm looks good on the CV. But in a lot of cases, working for smaller firms is more challenging."