Start-ups, Here’s How to Be a Talent Magnet, Not a ScoutJul 15, 2021
Start-ups, Here’s How to Be a Talent Magnet, Not a Scout
Every company naturally wants talented employees. Having people who are adept at their job is a valuable asset in many ways. This becomes especially more important for start-ups.
The small team size of a start-up only means more responsibility on each member. Which means the hiring process itself has to be a tough, meticulous one.
Would it not be a smarter move, then, for the start-up to work on making itself desirable first? Here are some ways which could help a start-up relax and wait for the talent to approach instead of scouting for it themselves.
Put yourself out there
If you want people to know about your start-up, you have to publicise. That starts by telling everyone
- who you are,
- what you stand for,
- and how your start-up benefits the community.
It is only when a start-up puts out this fundamental yet critical information about itself that people would start talking. Make sure the content is factual and straightforward. This will give the public a clear understanding and time to mull over the information. Be mindful to keep your message honest. After all, honesty is the best policy.
Utilising the available channels of mass media is key. Take advantage of platforms that would help your start-up reach its desired target audience. This goes a long way in building your reputation.
The start-up’s portrayal on media should reflect and broadcast its tone, style and purpose. Be sure to make the company’s intended contribution to society loud and clear.
If the messaging is purposeful, it will resonate with the talent out there that the start-up is seeking. In turn, this would stimulate the former to seek the latter.
Marketing. Effective marketing.
I would wager a bet that majority of you – if not all – would have had gone through at least one interview in your lives. Which means you should know the most necessary skill required: the ability to sell yourself.
That is what a start-up has to do here. The company values, as well as what makes the start-up at its very core, come into play here. These qualities have to call out to the talent for them to be attracted to the start-up.
To be able to do so, a start-up needs to think from two perspectives.
- What they have to offer.
- What the talents would want or expect out of working with them particularly.
The second aspect could contain several factors; from salary to work environment. Every talent that you interview from there on could have different expectations. Some could think of a start-up as open-space offices and regular snack breaks. For others, it could mean long work hours and a lot of initiative.
It is important to hire team mates whose expectations align with the company’s and everyone else working in it. This way, at least the core ideology will be shared.
Talent is often attracted to promotional opportunities and knowledge expansion. Let them know that your start-up is where they can get these and much more.
Start-up members each have significant roles to play in its progress. Talent would be gratified to know how greatly their contribution matters to the company. They should be reassured that the company needs them.
The chance to try their hands at different skillsets and not just be limited to their own toolbox would also serve as a strong incentive in attracting talent.
To many people, the word ‘attitude’ is paired with a negative connotation at first sound. In doing so, they suffer a misconception which could affect their mindsets for the worse.
Yes, it is true that attitude could mean something negative. However, it could also be used in a completely different sense.
A definition of Oxford’s says that attitude is ‘individuality or self-confidence’. People who possess this attitude are the ones that start-ups should pull aboard their ship.
Talent does not automatically translate to good attitude. In fact, the contrary is found to be true more often than not. While skills are important, attitude determines the team member’s willingness to get the job done right. Despite failures and several revisions, they possess the grit to see it through till the end.
Several hirers on LinkedIn and other online platforms have expressed that they would prioritise attitude over skill in an employee. It is a greater joy to teach a willing, not-so-bright student than to wrestle with trying to educate a snobby know-it-all.
As the saying goes, “one bad apple can spoil the bunch.” Similarly, one team member with a bad attitude could negatively impact those around them. Hence, it is important to employ people with a mind open to learning and working.
Interviewing the right way
As individuals, we tend to form first impressions of every person we meet. On some occasions, we find out how wrong we were after getting to know the person better.
Which is why it is crucial that interviewees get interviewed in the correct manner. The effectiveness and accuracy of the results comes from the right interview process.
Not only should the hired team mate be in line with the company’s ideology, they should also be able to add their own value to the working culture.
An interviewer should ensure that the questions asked are actually answered and not swerved around. A story to back up the answers would be an added bonus in terms of getting a better understanding of the interviewee’s character and calibre.
An interview engineered right could be just the trick in hiring the right talent for a start-up.
Undoubtedly, there is a lot of competition out there for employers. It gets tougher for start-ups as they are competing with conglomerates which have already established their reputations and attract talent on a global scale.
Working on these four aspects, however, is better than not making any effort at all. In Singapore itself, there are over 55,000 start-ups – and this number is only growing.
The start-ups who practise these methods would have the upper hand on those that have yet to get the ball rolling, or whose efforts are unfocused.
It is never too late to start building your start-up team, but when you do, do it right. Focus on your start-up, so that talent cannot help but focus on it too.
Source Credit: grasshopper.com