5 minute read
attracting top talent
Attracting Top Talent For Your Start Up
Advertisement
By: Katherine McCord
Hiring, like sales, is all about knowing
your audience, how to find them, and how to approach them. Locating talent for a start-up or smaller organization is particularly challenging as the positions often incorporate several roles and the companies rarely offer benefits that can compete with their larger counterparts. The good news is, however, that the right people are out there, and with a little know-how, you can attract top-end talent that will bring innovation and revenue into your business!
First things first. Hiring is your priority. Without people, you wouldn’t have a company. Treat this process accordingly. Otherwise, you will miss out. Start with designing a compensation structure. “TBD” is unprofessional and unappealing to candidates. Don’t go there. Review your budget, the market rates, and your needs. Put together a package that makes sense and will draw in top tier talent. Building a compelling and unique job description comes next. Do not copy/paste something that you find online. This is the candidate’s introduction to your organization, your pitch if you will. Be original and creative. They should get a sense of who you are from the role description. Begin by communicating who you are as a company. Describe the environment, services, and company goals in a single paragraph. Before starting into the description of duties, picture a day in the life of this person. Be specific; and place the most important responsibilities at the top of the list. Then come the requirements. Remember, years of experience are irrelevant. What you are looking for is expertise. Put hard and unique skills specific to your position at the top of the list and soft skills and generic criteria, such as background requirements, further down. Don’t forget compensation! Many candidates will skip over a listing that is missing full compensation details such as: salary range, bonus or commission structure, PTO, and benefits.
So, now you have your description ready. You will want to post it to a reputable job board, I recommend Indeed, but… that’s not how you find your best candidates! That’s right, posting a job only gets you the attention of about 50% of the available candidates, and none of the hidden talent. Professionals at the top of their game often wait to be poached from their current role. They like being pursued, and this is where it gets fun! For a lower level role, use Facebook Groups and their free job postings, ask around your network, and use the Indeed resume database. For
executives and professional roles, it gets tricky. Start with LinkedIn. Do a simple keyword search, connect, and send a personal message to potential candidates with the job description attached. Search for companies and interests which align with your goals and culture, and never be afraid to ask those in management roles of companies experiencing lay-offs if they have anyone they recommend who may be looking. Finding the hidden gems can be tough without training, but with even just a basic keyword search, you will typically have fantastic results. Then, move to virtual meetups and networking events specific to the industry or profession for which you are seeking. Also, seek out candidates from diverse backgrounds and with different skill sets than your current team members. This will result in a better understanding of your clients and more creativity. Once you get them in the door, move quickly and stay in contact. Nothing irritates candidates more than a process dragging on or being ignored. Remember, this person is going to help you grow your business. That is incredibly valuable. Treat them as such. Keep the interview process to one to three interviews that are twenty to ninety minutes in length. Final interviews should only be longer for executives. Start interviews by thanking them. Tell them about the company history, the goals, and the role details. Then, say, “tell me what’s important to you in your new role”, and take it from there. That question will teach you more than the rest of the interview, and it sets a great tone. Have a conversation. Don’t grill them, and make sure to let them ask questions at the end. Finish up by letting them know next steps, and follow up immediately after the interview with an email providing feedback and thanking them. I should not have to say this, but I will, never cancel an interview. You will lose a quality candidate.
When it comes to the offer, be prompt, specific, and send it in writing. Offer letters should go out within forty-eight hours of the final interview. Put as many details as possible in the letter; and send it via e-sign for the candidate’s convenience and prompt return. I also recommend requiring that it be returned within twenty-four hours. This is enough time to make a final decision and discuss the offer with whomever they need, but it does not allow them to use it as a negotiating tool or as a back-up. Finally, don’t forget the importance of a quality on-boarding experience. I cannot tell you how many times I have seen a candidate quit or immediately re-enter the job market due to a poor welcome. Have their desk and equipment ready, their training arranged, and send out a warm introduction email to anyone with whom they will be working; or introduce them in person. I also recommend taking them to lunch. In a small company, team bonding is paramount. Taking care to locate and prioritize professionals at the top of their game will result in growth, increased revenue, and a better work environment. Your people make your company. Start that journey off right. Katherine has been fascinated with recruiting since childhood. She has strong experience recruiting everything from Customer Service to CFOs, and has a background in process improvement and growing employee satisfaction. She founded Titan in 2014 with the dream of innovating hiring, and to help entrepreneurs realize their visions without breaking the bank. She is also striving to improve the hiring process on a national level by spreading good practices and generating proactive conversations via media. In April 2020, she founded a career show, Career Launch Live.
