The Fight for Talents: How Small and Medium-Sized Companies Can Succed Why do young promising talents join certain companies and avoid others? Which criteria do make companies attractive? When a leading German economics journal asked these questions to senior business students, the answer of an overwhelming majority was simple and clear-cut: Attractive products, a small hierarchy, challenging tasks, and a corporate culture that encourages junior managers are very important to Germany's junior high potentials. No wonder, BMW and Porsche are Germany's most attractive employers. Given the political clout and the economic resources of such industrial heavyweights is there any chance for small and medium-sized companies to recruit qualified young academics? Of course, there is. Being an attractive employer has nothing to do with company size. It is all about active PR and HR marketing. We the experts of MFB Resultants assist you to succeed in the upcoming 'fight for talents'. Image Building Promising talents are attracted by a positive company image. Firms have to invest permanently into their image. Short-term or seasonal campaigns produce nothing but flashes in the pan. After all, a positive image not only attracts young talents. It is also an important source for any economic success. To achieve broad public attention within the group of high potentials, marketing efforts have to be regionalized and focused on universities and other institutes of higher education. It is important that all PR and media campaigns follow a strategic PR master plan tailor-made according to your particular company needs. Reduce Reservations - Arouse Interest Smaller companies have to communicate to young talents that it is not only the big players that offer promising jobs. One of the best marketing tools to resort to is active campus PR. Do not leave the campus to the big players. Be active and spark interest in your company among students and university teachers. Establish lasting contacts to academic institutes. Most important: offer challenging internships and training programs to promising students. Many universities organize road shows where small and medium-sized companies are welcome to participate. An excellent way to attract the interest of senior students is to offer them financial and practical support for their masters or diploma thesis, thus creating a win-win situation for all participants: the company attracts external academic know-how in specific fields which otherwise could be obtained only by tapping costly internal or external expertise. The student, on the other hand, gets an interesting inside view of a potential employer. Careers in Small and Medium-Sized Companies Not many senior students know that small and medium-sized companies often offer better career opportunities than the big heavyweights where fast careers are all too often stifled by heavy bureaucracy and obscure company politics. The advantages of smaller companies have to be conveyed to young promising talents in a positive and convincing campaign. All PR and marketing efforts have to be (1) consistent, (2) performed on a regular basis, and, (3) precisely targeted at young high potentials. Most important, any PR and marketing concept has to be tailor-made according to the specific needs of your company's HR management. We, the experts of MFB Resultants can assist you to outline and implement a successful HR concept. We can help you to set up guidelines for your personnel recruitment and our experts can support you to identify and select the most promising job candidates. Talk to us. Together we can work on your professional HR concept. MFB Resultants - We Create Results