Last time around, we looked at the What and When of hiring great talent – the basic building blocks. But figuring out the How is the long-term challenge for growth. Here is where leadership, expert strategy, and culture play a part.
Your hiring process doesn’t just start when you post a job description on LinkedIn. It starts during your regular day, communicating and leading your employees. Do this right, and those employees (who are likely to know others in their field) will build positive word-of-mouth for you. You’re not just hiring talent. You’re building a culture. And when you work talent acquisition into that culture, you build a strong hiring process in – from the ground up.
Think of it like the foundations of a building – if everyone is involved in some way in building a great place to work, then those foundations will be strong. This is never easier than in a start-up. When a business is moving into a new dawn with a small group, the opportunity to define that culture is more readily present than when you have over 500 hundred individuals involved together. Small changes now will filter into big differences years down the line.
Internal vs External Talent Acquisition
One key question to ask when you’re looking at acquiring new talent is whether you want to do things internally or bring in external help. Do you want to have a dedicated, in-house team to drive recruitment or do you want to hire an external recruiter to help you find the talent you need?
An in-house team may be more clued-up on company culture, but an external recruiter is more likely to know where to source the very best talent. Is it financially viable to have a dedicated in-house recruitment team? Smaller start-ups may benefit from outside help today, with a view to building that in-house team when the time is right. You can also assign hiring responsibilities to someone already at the company – which again, will give you the benefit of insider knowledge, but also runs the risk of overworking them. Of course, hiring the right recruitment agency is a big question itself. You’ll want filtered, highly-focused CVs landing on your desk, not stacks and stacks of applications.
Defining ways to measure recruitment success can be the difference here. How many of your hires remain in the position for a year or more? How many go on to successful internal promotions? Having a sense of what constitutes a successful hire can define how you attract great talent, and how that talent is attracted to you.
First impressions count, even in today’s remote interviewing world. It is not just the candidate hoping to make a good first impression on you, but you are hoping to make a good impression on the candidate. How you do so is defined by the culture and the company you want to build.
Have you got ideas on how to attract great talent to your start-up, but are unsure of exactly where to begin? Alongside showing founders and boards how to accelerate revenue, profit and shareholder value, I can help with advice on attracting talent also. Get in touch today to book a free taster session.