One of the key objectives as an entrepreneur will be to grow your business and a large part of achieving this might be to secure investment. To do this successfully you will need to ensure that you have the right team of people, with the experience, skills, and long-term interest to stay in your company.
Following the success of securing funding, your plan for growth will now become a reality. The type of people you hire will be the difference between good success and great success.
Why is talent important?
Having top talent within your organisation can propel you forward; they are more productive especially within highly complex roles.
Steve Jobs advises that you “go after the cream of the cream….A small team of A+ players can run circles around a giant team of B and C players.“
It is not easy to find great talent, and many managers often say that this is one of their biggest challenges. This is one of the reasons why The Talent Hackers exists, to help growth companies to attract and retain great talent.
How to find great talent
The job description…
It is not as simple as putting an ad out there and waiting for lots of CVs to arrive on your desk or in your inbox. This might happen but the quality of those applications is possibly not right for enabling you to successfully grow your business. Consider exactly what it is that you need that person to do and ensure that your job description clearly defines the role they are applying for. This is really important to ensure that you are attracting the right level of candidates with the expertise and experience for that role. It also helps in retention, if the job description does not match the role that they end up doing, then you risk losing them fairly quickly.
The brand…
Using your brand as the foundation of your candidate experience improves the likelihood of you attracting and retaining great talent. Your employer brand needs to show candidates that you are a company that helps people to advance their careers, who invest in people, and give them opportunities to learn whilst taking on new challenges. Cultural fit is more important than ever, especially where everyday life and work are becoming increasingly linked. Matching the organisation’s core values and culture to a candidate will help to identify those who are more likely to stay working for you long-term.
Onboarding…
The final stage of the recruitment process is onboarding. How well the onboarding is carried out will impact candidate success and organisational effectiveness. A successful onboarding process should be your priority and can still effectively be carried out remotely during these homeworking times.
Things that you can do to onboard in a remote environment:
- Communicate to the team that you have hired!
- Introduce the team to the candidate as soon as possible.
- Set up a courier to send them everything they might need such as a laptop and phone.
- Importantly, don’t forget to add a personal letter from the CEO/hiring manager to say you are glad they have joined.
- Keep in touch using virtual meeting tools.
- Ensure they have the passwords for all your online systems and tools.
To get the expertise required for finding and retaining great talent that you need in your business, get in touch for an initial chat.
