Vladimir Lupenko, CEO and cofounder of Impress.
Recruiting top talent is a challenge all industries face, and in some industries, hiring the right people is especially competitive. Of course, you want the best of the best, but how can you get them on board?
At my company, Impress, we have hired more than 1,000 employees across nine different countries in the past three years, so I know a thing or two about how to hire the right people. Without this, we would not have managed to get to where we are today. Here are the steps you can take to recruit top talent:
Create a positive workplace culture.
Company culture and morale matter; it’s not just about the money. Ensuring your workplace is welcoming for all and resolving problems quickly are just two ways you can create a positive work culture. Not only will this satisfy current employees, but it’s also more likely that they will refer their talented friends for positions within your company.
Treat your current employees well, as doing so will maintain a positive company reputation, which is another way to attract top talent. If a potential employee researches your company and finds positive information and reviews, it might just be the tipping point for choosing you over a competitor.
Build your brand.
It goes without saying that a great website is a key to attracting top talent. A compelling website is likely to draw in and engage the best candidates. At the very least, you should have three easy-to-find web pages:
• An “about us” page: This should outline what your company does and what separates you from competitors. Showcase your most successful projects and make others excited about the work that you do. Case studies and testimonials always work well in this section.
• A careers page: This is where you can make a case for why your company is the best place to work. This page should show off what it’s like to work on your team and separate your business from the rest. Why should talent choose you over competitors, and what can you offer them that’s different? Potential candidates are often interested in benefits such as tangible rewards, strong leadership, retirement plans, education, in-office perks and additional annual leave, among others.
Make career progression obvious as well, and show off how you can help the employee. Education and advancement, for example, are hugely important. Working in an environment with knowledge sharing is essential, as, at the end of the day, most potential employees will not want to be in the exact same job role in five or 10 years’ time. Show them how you can help them, and in return, top talent is likely to come to you.
• A contact page: This sounds so simple, but providing an email address and contact number is essential. Adding in a line such as “Get in touch to find out more” will encourage potential employees to contact you for more information and create a relationship between you and them.
Change the way you think about hiring.
You should not be basing all your hiring decisions on skills. At my company, we base hiring decisions on an individual’s values. Remember, you can always teach an employee new skills, but finding someone who’s truly the right fit for your organization in terms of values will create a more productive and successful individual.
Create a job offer they can’t refuse.
Don’t stick to industry standards. Wages are hugely important, so you should offer candidates what they’re worth, rather than trying to save on budget here and there. Underpaying someone will only cost you more in the long-term when they leave for somewhere that offers them more. Take the time to consider their qualifications, level of experience, location of work and working hours, and compare your assessment to the rising cost of living. If you’re below average in the industry, why is that? Offer benefits in addition to a good salary, not instead of it. If you’re failing to hire top talent, perhaps the benefits of working at your organization matched with the wages just aren’t enough.
Hiring the right people for your business takes time, but it’s time well spent. Finding a candidate whose values match yours will undoubtedly benefit you in the long run, but it’s important to invest as much time in their progression as you do in finding and hiring them. In my experience, making members of your team feel valued can decrease staff turnover and remove the need to hire for the same position every few years.