Corporate to SME

Would you consider moving from a Large Organization “to an SME?

SMEs are generating an increasing number of opportunities. What does it take to move from a giant organization to a small company successfully?

With over 1.56 million licensed and 5.85 million unregistered small businesses, small  SMEs contribute to 40% of our national GDP. Job seekers can no longer ignore SMEs. While there is little data on the impact of SMEs in the job market, SMEs are responsible for 80% of the employment in Africa. In 2014, eight in every ten employed Kenyans worked in SMEs.

But would a well-established accountant want to move from the so-called “Corporate” to a startup? The answer is maybe for many people; some are thrilled by the challenge and responsibility of joining a startup or a smaller organization. Others, however, would prefer large firms with structures, stability, and growth prospects.

For those seeking opportunities in SME, the question would be. How can one successfully move to a small but promising business from a huge multinational?

First, you have to note that candidates need to show their value. Recruiters are focused on proven talent rather than the attainment of certificates. Talent and value addition may be more significant for smaller companies. While larger firms provide the possibility of delegating complex tasks to their large teams, the responsibility of a large portion of the roles may lie with one individual.

Due to the notion that a growing company may not have the structures or professionalism to hire candidates, a lack of preparedness in candidates is witnessed when responding to recruiters or during their presentation to a prospective employer.

To be a successful SME employee, you have to be;

• Highly adaptable, willing to learn, and willing to transfer knowledge
• Creative, innovative with problem-solving abilities
• Patient and open to the employer, and the employer environment
• Proactive and self-driven
• Willing to play multiple roles

What makes a large organization different from an SME

• Some may not have laid down structures
• Differences in leadership styles
• Slow decision making due to lack of capital
• You may be the only subject matter expert

Recruitment in SMEs is more talent-driven as greater individual responsibility makes each hire riskier in small firms. Recruiters in small organizations mitigate this fact by using personality and psychometrics tests. Such tools go a long way in informing recruiters whether candidates seeking to leave large companies can cope with the transition.

Individuals who succeed in landing roles in SMEs will be the ones who have a track record of exceeding expectations and the ability to add value.