War for Talent 2.0 – The questions to ask yourself as you begin the hunt for talent. – Part 2

So you’re taking the jump and shifting into hiring right now and right here. Well done! But as you begin to define the type of person you want to join your business, it’s worthwhile pausing and planning out how you’re going to find the talent that’s going to supercharge your company growth. Let’s consider them:

How do you take first-mover advantage?

Last week, we touched on the fact that high-quality candidates, some made redundant due to the recent economic turmoil around COVID-19, are going to be readily available on the job market in ways they haven’t been and won’t be for years. The first-mover principle has long held true in business, and it’s going to remain true now.

What can you do about hiring today?

Consider the type of people you want to join. Do you want leaders? Strategists? Innovators? How are you going to start targeting them? The clearer an idea you can build today of who you want, the quicker you can start receiving applications. Where are you going to advertise the positions you want? Some platforms are more suited to certain types of candidates than others: you’re unlikely to find the devastating marketeer you want on Stack Overflow, but you will find a host of exquisite software developers.

How can you influence more candidates to apply?

The clearer your job description and concept, the more chance you will have of the right candidate(s) applying. The more qualified, relevant candidates, the more chance you will have of finding exactly the right person. Conceptualise who you want, and build a position that’s going to influence exactly that sort of candidate to apply.

How can your company be more attractive for talent to join?

You’ve asked yourself what type of person you want to join your company. Now you have to ask yourself why they would want to join you. Whilst attractive benefits packages and competitive salaries are always going to help, consider also working culture and your overall mission. A company composed of people who all share the same values and goals is more likely to succeed than one without.

These questions will help you kick-start the basics of the hiring process – the what and when. After all, there’s no business plan without a talent plan. Put together a timescale – how many people are you going to need over a three-year period, for example. Who are you going to need to hire first and in what order? Consider which teams need to be prioritised at which point. One key element that’s always worth imparting is that you should always be recruiting. Don’t just select the best candidates available today – who is going to be available tomorrow?

Consider also hiring rookie candidates. Any high-quality candidate can learn and grow, so don’t dissuade rookies – the benefit is often the hunger and drive that often comes with it. Consider how your interview process is going to tell you about the candidate you’re looking to hire, too.

Inspired to start growing your company but still not sure exactly how to start? Why not give me a call? I offer free taster sessions – giving you tips and ideas on how to start hiring talent and much more besides.