This blog post is part 1 of a 3 part series on finding and keeping top talent.
Hiring and retaining talent is tough and the projections are indicative that it will only get harder over the next few years. Despite the challenges and the seemingly shrinking workforce, it is still possible to hire the right talent. Whether you are trying to find the right talent to generate sales, the “A” player developer, or the right leadership you will want to look for someone who is technically savvy, hardworking, and dedicated to the mission of your organization. This person will stand by you for the long haul even when things get sticky as they often can in a start-up. So how do you know you are hiring the right person? There are multiple components to hiring the right person and the equation will most likely be different for every organization. The key is to figure out what equation works for you and then stick to it.
One of the best ways to attract talent is to create a culture that is motivating and creative. This will draw them in and ensure that they want to come to work each and every day. In a startup, it is especially important to find someone who fits your company culture. These candidates will be passionate about what you are trying to achieve and will be willing to work long hours for many years to come to help you achieve those goals. They will most likely be motivated by the work itself.
Here are some tips for creating a desirable company culture:
- Always put your employees first and listen to their needs. People want to work in places where they are respected and valued.
- Maximize the strengths of all of your employees. Benefit from giving your employees more value by placing them in positions that will maximize their skills and enable them to utilize their strengths. If they are not suited to the role they are in, it does not mean they are not a valuable employee. Keep an open mind and move people around to maximize skills when it makes sense. Sometimes employees who fit your team culturally are harder to find than the skill set itself. Be willing to train as needed for those employees that show promise.
- Stay involved and don’t assume that everything is going well just because they are not coming to you with issues. Keep regular contact with your employees and have standing temperature check meetings to make sure they are on the same page as you.
Tina Cochrane has over 13 years of experience in the technology recruiting space. Her early career years were spent recruiting for companies such as IBM, Perot Systems, and NCR. For the last 8 years she has been with HireNetworks working closely with local entrepreneurs to help them grow their technology organizations. Her approach is to become a true partner with her clients and get to know the organization from the top down. She has served as on site resource with many local companies as they grew from as few as 6 employees to well over 100. Tina serves as an Advisor for NCTA and an Ambassador for CED. She lives in Durham with her husband and three daughters.