An in-house recruiting team can help save you time and money, but is your company ready to develop its own “talent factory?”
For growing tech companies, finding the best talent to join new or rapidly expanding teams is both a top priority and a significant challenge. After all, making the right hire at this point can mean the difference between launching the company forward or setting it two steps back.
If you want top notch employees, you need to come up with a comprehensive talent sourcing strategy.
Let’s face it; your business isn’t going anywhere if you’re not cultivating a strong team of employees. And while there’s an abundance of talent available these days, there’s an overwhelming competition to attract the best candidates. Suzanne Chadwick of The Social Recruiter breaks down the keys to developing a talent sourcing strategy in this post at The Undercover Recruiter.
Sure, the right training can work wonders, but the best way to build a top sales team is by hiring the best sales reps to begin with. Inside sales expert Mike Brooks shares three tips for sorting the best performers from the bunch.
How do you separate the top potential performers from the rest?
Ask any manager, VP, or business owner what one of the biggest challenges they face in making their revenue numbers and they’ll tell you it’s in identifying, hiring and retaining good sales reps. If you are familiar with my management philosophy, then you’ve heard me talk about the 80/20 rule in sales, and all you have to do is look at your own company or industry to know it’s still true — 80% of the sales and revenue are made by the Top 20%.
So how do you identify who the Top 20% are BEFORE you spend all that time and money on hiring, training, and then hoping they perform?
You’ll find there are a lot of benefits to your business by simply cleaning up and organizing the ways you go about onboarding engineers.
Imagine being plopped into the dense middle of a foreign city all by yourself. Tiny roads wind this way and that. People scurry about in seemingly every direction at once. You can’t understand a word of what anyone is saying or why they seem to be doing whatever it is they’re doing. It would be exhausting, wouldn’t it?
Well, when you hire a new engineer and throw them into the fire of your already built up systems, it’s essentially the same thing. To avoid that exhaustion, it’s imperative to design a solid system for onboarding engineers, explains Greg Slovacek in a post at the Asana Blog.
Social recruiting is only growing in popularity, but don’t shun Google+ as you begin to look for candidates.
Finding, and wining, top tech talent is a huge priority for businesses these days. With the demand for talent bigger than ever, recruiters are using any and every resource that proves useful. Networks like LinkedIn, Facebook and Twitter are proving that social recruiting is an invaluable tool for finding candidates. But Erin Bazinet points out in a post at ere.net that you would be wise not to ignore Google+ during your search.
Leading HR blogger and consultant William Tincup explains why more companies should approach hiring like they approach selling.
So, you’ve hired a team of rock stars and convinced them that what your startup or expansion-stage company does is worth getting excited about. Congratulations. Now what?
Unfortunately, many businesses stop there.
4 key takeaways from Google’s commitment to fulfilled employees and workplace satisfaction.
It’s widely known throughout the industry that Google has created a working environment that brings forth an astonishing amount of passion, innovation, loyalty and production from its employees.
The startup community has latched on to this line of thinking, but it might actually be counterproductive to “hire slow fire fast”.
When you get your company off the ground and are in the early stages of a startup, everything moves fast. So why do founders still rely on the “hire slow fire fast” mantra? With startups having a 6-12 month window for survival, according to Danny Boice of Speek at Fast Company, taking a slow approach to recruiting is both counterintuitive and counterproductive.
In this week’s Labcast, HR expert William Tincup discusses the impact that developing a strong company culture can have on an organization’s growth and success, and explains why and how the best companies hire for cultural fit.
If you work for an expansion-stage technology company, chances are you have heard of Rackspace, the San Antonio-based company that is a service leader in cloud computing.
You are probably also familiar with OpenStack®, the open source cloud platform the company founded. But beyond the company’s innovative technology there is another interesting — and completely distinct — aspect to Rackspace that is perhaps equally responsible for the company’s success: its company culture.
With companies spending plenty of money to attract future employees, find out what recruiting sources are doing the job.
Top-notch employees are what you are after with any recruiting effort. But they don’t come cheap. In fact, according to a recent study, it costs about $3,500 to bring in the best talent.