Leadership in SMEs: 5 creative hiring strategies to balance expertise and adaptability  

When hiring leaders for SMEs, it’s easy to focus on finding someone with the right credentials and experience. But in a world where adaptability is as important as expertise, it might be time to rethink how we approach leadership hires.

Isabel Verhelst on October 16, 2024 Average reading time: 2 min
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Leadership in SMEs: 5 creative hiring strategies to balance expertise and adaptability   

What if the best leader for your SME isn’t the one with all the answers but the one who’s constantly asking the right questions?

Here are five out-of-the-box tips to help you find leaders who balance deep expertise with the ability to adapt and grow:

  1. Hire for the future, not the past

It’s tempting to zero in on candidates’ past achievements, but SMEs thrive when they hire leaders who can drive the business into the future. During interviews, ask questions focusing on potential, not just past performance. For example, instead of “What have you achieved in your last role?”, try “How do you see the future of our industry, and how would you lead us there?” This opens up a discussion about forward-thinking leadership and reveals a candidate’s vision and adaptability.

  1. Look for unusual career paths

Traditional leadership roles follow a linear trajectory, but those with diverse or unconventional career paths often bring unique perspectives. Candidates who’ve shifted industries or taken on varied roles must constantly adapt, learning new skills and frameworks. These experiences shape leaders who are not only resilient but creative problem solvers. The candidate who switched from tech to retail or combined business with social work might have the fresh thinking your SME needs to stand out.

  1. Evaluate problem-solving in action

Instead of having candidates interview with you, consider giving them a real-life challenge your business is facing. Set up a “problem-solving session” where they collaborate on a current issue with you or your team. This will reveal how they approach problem-solving in a practical context and how well they integrate into your team. You’ll gain insight into their adaptability and how their expertise translates into tangible actions.

  1. Test for agility with unexpected challenges

During the interview process, introduce a sudden change in the business scenario. For instance, present a case study where market conditions shift dramatically, or customer needs change overnight. Observe how the candidate reacts: do they stay rigid in their initial thinking or pivot quickly and suggest new strategies? This “test for agility” mimics the unpredictable nature of SMEs and shows how the candidate handles rapid change.

  1. Create a culture-fit test

Cultural fit is just as crucial as technical expertise in SMEs, where teams are often small and close-knit. Instead of relying on formal interviews, consider arranging informal team interactions—such as a casual lunch or a brainstorming session. This helps assess how well the candidate connects with your team personally. Leaders who quickly build rapport and trust are likelier to foster solid teams and adapt to your company’s evolving culture. Pay attention to how they communicate and listen—these leaders adapt well, not just to the business, but to the people in it.

So… as you search for your next leader, remember—experience is valuable, but curiosity fuels growth. The leader who asks ‘what’s next?’ might just be the one to guide your SME into an exciting future.

Warm regards,

Isabel

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