In the world of small to medium-sized enterprises (SMEs), versatility isn’t just a perk—it’s a necessity. The dream candidate isn’t just someone who can juggle tasks; they need to be a bona fide circus performer, seamlessly transitioning from one role to another without missing a beat. But while this may seem like a win-win for businesses with limited resources, the reality is a bit more nuanced—and occasionally, downright problematic.
The Multi-Role Expectation Trap
Let’s start with the obvious: SMEs often require employees to wear multiple hats. A marketing manager might also double as a customer service rep, and the accountant could easily find themselves doing HR tasks on a Tuesday afternoon. This flexibility can be an asset, allowing companies to operate leaner and more efficiently. But here’s where it gets tricky—how do you find someone who’s genuinely skilled at everything?
The truth is, you don’t. Instead, what often happens is that candidates are sold the idea that being a “Jack of all trades” will fast-track their careers. But in reality, they’re more likely to become overwhelmed, underappreciated, and ultimately, burned out. It’s one thing to dabble in various disciplines, but expecting mastery in all is a different beast altogether.
The Competence vs. Expertise Debate
Now, here’s a controversial take: competence is often mistaken for expertise in SMEs. Just because someone is capable of managing multiple roles doesn’t mean they’re excelling in them. There’s a difference between being able to send out a social media post and crafting a strategic marketing plan. Yet, in the rush to fill positions, many SMEs overlook this crucial distinction, leading to mediocrity instead of mastery.
This is not just a disservice to the employee but to the business as well. Imagine the impact of hiring a “generalist” who can do a bit of everything but struggles to deliver exceptional results in any one area. Sure, they might keep the wheels turning, but they’re unlikely to drive the company forward.
The Hidden Costs of Versatility
What many SMEs fail to account for is the hidden cost of this versatility. Employees who are constantly switching gears can suffer from decision fatigue and lack the time needed to deepen their skills in any one area. Over time, this can lead to decreased job satisfaction and higher turnover rates, something SMEs can ill afford.
Moreover, the lack of specialised roles can stifle innovation. When everyone is doing a bit of everything, who’s focusing on the next big idea? Creativity often requires deep thinking and dedicated time, luxuries that are hard to come by when your to-do list reads like a phone book.
Finding the Balance
So, what’s the solution? Should SMEs abandon the idea of multi-role expectations altogether? Not necessarily. The key lies in finding the right balance. It’s about recognising that while versatility is valuable, it should not come at the expense of expertise.
One approach is to clearly define the core competencies required for each role and ensure that candidates have the necessary depth in those areas before piling on additional responsibilities. Another strategy is to provide ongoing training and development opportunities, allowing employees to grow into their roles rather than expecting them to be experts from day one.
Time to Rethink Recruitment?
Perhaps it’s time for SMEs to rethink their recruitment strategies. Instead of looking for “Jack of all trades, master of many,” why not focus on building a team of specialists who can collaborate effectively? This doesn’t mean abandoning the idea of versatility altogether but rather redefining it. A specialist in marketing doesn’t need to be an HR expert, but they should be able to work closely with HR to align recruitment strategies with branding.
It’s also worth considering the long-term impact of hiring practices. Are you building a team that will grow with the company, or are you simply filling gaps? In the rush to find employees who can do it all, many SMEs overlook the potential benefits of fostering expertise and encouraging deep learning.
Conclusion: Mastery Over Mediocrity
In conclusion, while the “Jack of all trades” approach may seem appealing, it’s worth questioning whether it’s truly beneficial in the long run. Multi-role expectations can lead to mediocrity if not managed carefully. By prioritising mastery and creating a supportive environment for skill development, SMEs can build stronger, more innovative teams that drive sustainable growth. So, the next time you’re drafting that job description, ask yourself—do you want a Jack of all trades, or a master of one (or two, or three)?
How do you currently approach recruitment for multi-role positions in your SME?
Focus on hiring versatile generalists
Prioritise specialists for key roles
Combine generalist and specialist skills
Outsource tasks to external agencies
Don't let multi-role expectations hold your business back. Improve your recruitment strategy with Green Orchard Recruitment and build a team that balances versatility with expertise. Invest in the future success of your SME today!
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