In a recent interview with the Business In Vancouver Magazine I was asked the question, “How do I find qualified people to join my new company?”.
Startups have to get creative hiring top talent. Attracting talent is critical and can be the difference between boom and bust. Most startups will not be able to contend in a competitive landscape against large national companies that offering high salaries, outrageous benefits and other perks that you just can’t compete with. You have to be creative and rely on your strengths.
Startups must also offer candidates the opportunity to make a difference and an impact in their environment; we dream big. Top-level candidates choose startups because they are not fearful of failure. They prefer startups as they allow them to be creative with minimal hierarchy and bureaucracy. They choose this opportunity, which gives them the ability to wear multiple hats in any given position.
Quick Tip #1:
Leveraging your social media presence in attracting your future stars is a must. Gen-Y is the fastest growing segment of our workforce, consisting of tech savvy, educated, and networked professionals. Target these perspective candidates utilizing sites like LinkedIn, Facebook and Twitter to attract elite talent. You must also ensure that your website has sharp content that consists of substance. You don’t want to loose potential candidates after a lackluster visit to your site.
Quick Tip #2:
Often overlooked by startups, is the power of employee referrals. Although your team is small in numbers, don’t underestimate their connections in the market. Passionate employees who love where they work and what they do have the ability to spread the word, brand and company culture, attracting like minded professionals. Leverage and reward your team by offering referral bonuses for successful candidates who are hired and pass their probationary period.
Quick Tip #3:
Offering advancement and growth is critical for Gen-Y. This may also attract talent and is a way to differentiate your business from larger organizations that may not be able to present similar opportunities. Offering stake equity in the organization will also attract and help retain top-level candidates. This will give them a sense of ownership and in return, they will eat, sleep and breathe your brand.