Human Resources Today

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startup recruiting

Talent and HR News Weekly Roundup: A Primer for the Modern Recruiter - Tips to Rethink your Role

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Talent and HR News Weekly Roundup: A Primer for the Modern Recruiter - Tips to Rethink your Role

This week's Talent and HR News Weekly Roundup features a primer for the modern recruiter and includes articles that cover tips to rethink your role as a recruiter. It's easy to fall into a pattern of doing things the way you always have. Face it, today's recruiting challenges are different from yesterday's challenges, and hopefully these tips will highlight some new approaches.

1) 5 Ways To Reinvent Your Recruiting Strategy from Forbes.com

"I’ve seen this happen before: even the very best in-your-face, cult-like workforce culture can’t survive a profits meltdown.  What drew employees to the thriving company – bragging rights, benefits, big salaries and big personalities – will push them away when the shine is off the company, salaries and benefits are frozen, and career advancement is slowed. And forget about trying to fill those empty seats when business picks up – news of a shaky workplace and broken culture travels fast."

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HR and Talent News Roundup: Scaling Your Workforce Edition

As companies scale, culture and growth go hand-in-hand. This means founders and leaders have to be more and more creative about how to ensure they continue to sustain culture so it doesn't get lost in the forest of growth. This week we share multiple examples of ways you can think about scaling the talent side of your business in the right way. 1) Why Zappos CEO Hsieh Wants To Enable More Collisions In Vegas from Forbes

" "When a city doubles in size, innovation increases by 15 percent,” he says. “But when companies get bigger, productivity goes down.” To avoid that destiny as Zappos expands, he aims to organize the company “more like a city and less like a large company” with densely populated workspaces, and, when it comes to navigating them, a preference for “collisions over convenience.”

2) Small business advice: How to set your firm up for long-term, sustainable growth from The Washington Post

"Hire the right sales people for the right positions and set performance expectations early. Having a well-developed sales culture from the get-go is essential in setting the stage for incoming talent, and it will keep the existing representatives inspired for the long haul...It is much easier to maintain a good culture than fix a bad one. If your once-thriving sales culture becomes stagnant, consider adding fresh talent. Bringing in new, hungry individuals to any team can ignite productivity among existing members."

3) Supercell's CEO reveals the culture he built to produce a £2.5 billion company in 2 years from Wired

"Despite this [success], all Pannenan wants to talk about is company values, both in terms of organisational structure and "the power of small." It is a manifesto for building a better company and he is conscious the world is now listening.  "The best people make the best games," says Ilkka Paananen, founder of Finnish gaming startup Supercell. "It sounds simple and perhaps naive, but if you truly believe it then the only thing that matters is getting those people and creating the best possible environment so they stay." "

4) 4 Ways to Build On Your Company Culture from Momentum

"When you’re not a startup anymore, it can feel like company culture is something that’s already set in stone — not something you can adapt father and improve. This couldn’t be any farther from the truth. Culture can be developed and molded over time, especially with new leadership at the helm."

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Susan LaMotte is the founder of exaqueo, a workforce consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact exaqueo to learn more about how we can help you build a workforce strategy that’s aligned with your company culture and develop an employer brand that will allow your business to scale the right way.

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5 Ways to Save Money on Your Hiring Strategy Now

Ask your average corporate recruiter, and they’ll scoff at startups having trouble hiring great talent. But what they don’t realize is the numerous obstacles that face growing companies when it comes to hiring the best people. Startups are burdened by a lack of time to devote to the hiring process. And in many cities, they often have trouble finding highly skilled technical talent willing to take a risk and join a startup – even one with incredible potential.

Plus, it’s really hard to compete against big, local brands offering higher pay, fewer hours, and better benefits. And technical talent often prefer the flexibility of freelance roles where they can manage time, costs, and the type of projects they work on.

Startups often turn to headhunters in desperation. But there’s one problem: headhunters cost an arm and a leg. Specifically 15-30 percent+ of the new hire’s salary. For a developer, that can run more than $10,000 or more based on the level and the city. Plus they aren’t always looking out for the startup’s best interests. They want to make the placement and get the cash. They’re not incented to care about long-term fit or performance.

Instead of passing the buck and sucking up the contingency fees, there are cheaper and easier ways to find the talent you need:

1. Hire an Internal Recruiter or Two

If you’re going to hire at least two people in the next 12 months, it’s a worthwhile investment based on what you’ll spend for a headhunter. It takes the burden of managing the process off of the leadership team, and the recruiters can also begin to help you manage the team and growth.

2. Use Sourcing Tools and Searches

Forget expensive job boards. Use your current developers to use unique search strings and do some advanced online searching for candidates you wouldn’t find otherwise. For example, one of Facebook’s best engineers came from a small, no-name web shop in Maine who wouldn’t have been found locally.

Or, make a small investment in a tool like RemarkableHire that combs niche tech sites like StackOverflow and Dribbble to find actual evidence of performance and tech knowledge rather than the self-professed Hadoop expert you find on LinkedIn.

3. Get the Whole Team Involved

This isn’t an employee referral contest. Require team members to participate in the search for every new hire and offer up three candidates for each open position...Read More Over on TechCocktail.

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This post originally appeared on TechCocktail written by Susan LaMotte, the founder of exaqueo. A human resources consultancy, exaqueo helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact us to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to grow in the right way.

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