20 Key Principles of Recruiting and Talent Management: Part Two of Two
KEYS TO SUCCESS IN STARTUP HIRING
Successful recruiting and talent management can be a real challenge, especially for startups that lack the resources of leading enterprises. However, employing smart approaches and following key principles can go a long way in helping you achieve these goals.
HireLabs’ most recent blog post outlined the first half of 20 key principles you need to understand and utilize if you seek to land the best candidates before your competitors do. Now, it’s time for the rest. Review them carefully and then crank your recruiting efforts up a notch.
11. Make Candidates Feel Special. Once you’ve identified candidates you think are a good fit for open roles, focus on their needs and their experiences during the hiring process. You need to fully understand their job selection criteria, and then let them know why your organization is the right one for them from a career and cultural perspective and every aspect in between. Engaging candidates and treating them well throughout the hiring process also leads to good word-of-mouth and makes your organization attractive to candidates who might not yet be on your radar.
12. Prioritize Based on Impact. Effective recruiting processes identify and focus on the positions with the highest business impact. Focus on the job roles that have the greatest effect on your business operations and your ability to generate revenue. Then target candidates with a track record of being top performers, innovators, and game changers.
13. Hiring Managers Must Buy-In. Hiring managers must be able to execute the key facets of the corporate recruiting process. For that reasons, they must understand your organization’s recruiting processes and why they’re necessary so that they can implement them to the best of their abilities. This entails collaboration between managers and recruiters before searches begin to ensure both parties are in alignment.
14. Welcome Diversity. In today’s global economy, your recruiting processes need to include enough variation and personalization to meet the unique needs of diverse individuals from different backgrounds and different experiences. Diversity and inclusiveness are more than meeting a legal checklist—diverse teams are often the most productive, but the reasons to promote them are vast.
15. Earn Candidate Trust. The very best recruiting processes build “relationships” with applicants and candidates over time that raise their interest beyond what can be described in a position’s job duties and compensation figures. The longer you engage with candidates increases the likelihood that you refrain from making a bad hire and instead find someone who’s well suited to the role and is a good fit in terms of company culture. Long-term conversations result in a strong pipeline.
16. Leverage Tech Innovation. Digital transformation is changing the way we do business across industries, and recruiting and talent management is no exception. Powerful new tools make each and every aspect of the recruiting process more efficient and can help your organization accelerate time-to-hire, cut costs, and enhance its global search capabilities.
17. Integration with Broader HR Practices. Recruiting processes must be integrated with other HR processes to help ensure you not only attract and land candidates, but get them up to speed quickly, empower their best performance and ensure their retention. When recruiting processes operate independently rather than in unison with other HR functions like onboarding and compensation, you’ll suffer diminished results.
18. Address the Skills Shortages. While your industry may have talent shortages in key areas, your organization doesn’t have to. In fact, you can have a surplus of candidates if you develop a strong employment brand, a great referral program, and a candidate-friendly hiring approach. Talent shortages are relative, and can be overcome with a strong image and what you have to offer.
19. Remote Work Options. In competitive, fast-growing markets like Seattle, Silicon Valley, and Austin, commutes can be devastating and can dissuade candidates from considering your firm’s position should it require working in the office exclusively. Offering candidates remote work options dramatically increases the candidate pool. This can also be a huge plus to businesses in less competitive markets who can engage high levels of talent to which they typically lack access.
20. Bolster Recruiting Using Metrics and Rewards. Every aspect of recruiting improves dramatically when managers and employees are measured, recognized, and rewarded for their contributions in the process. Senior management and HR leaders should employ metrics and tie rewards to key aspects of recruiting to signify the value and importance of each step in the process.
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HireLabs has vast experience working with growing companies nationwide, particularly tech startups. We’re always eager to discuss your current recruiting efforts and see if there are ways we can get your talent pipeline flowing with the candidates you need—and need now!
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