The Hunt for Great Talent: The 5 Things We Do in Our Own House
I know so many of you can relate to what I am about to say…we are looking for great talent! It is the #1 need of our clients right now and we are in the exact same position. We have about a 90% success rate so far and want to make sure that we keep our great record of hiring great talent alive and well. Probably much like everyone else we are looking for people who are smart, diverse, caring, fun-loving, business-minded, entrepreneurial, team-oriented, and problem-solvers (I know what your thinking – is that it?). Well, since we talk to so many of you about your strategy, we thought we would give you a peek behind the curtain at what our talent strategy is and our thinking behind it. It comes out of years of seeing best practices from other companies we have worked with:
1. We are highlighting that we are a great place to work in our branding.
If we don’t tell our story, others will do it for us—and it might not be the narrative we want. Having a clear job description was a prerequisite 10 years ago, but it’s time to up our game. Not only must we use our website as a platform to showcase what makes the work we do incredibly meaningful, but we must also carry our brand message across social media channels and in the stories we share in person. For example, recently we applied to the 2022 Best Places to Work, and on the question “How likely are you to recommend your organization to a friend or colleague?” we scored 100%. We don’t highlight that enough! Doing so will paint an accurate picture of what we are about for prospective hires and let them know what it’s like to work for our company.
2. We are maximizing employee referrals.
An astonishing 96 percent of companies with 10,000 employees or more—and 80 percent of those with fewer than 100 workers—say referrals are their #1 source of new hires. Honestly, if an employee is willing to put their reputation on the line and bring in one of their friends or family into the company, that is our best tactic! Every employee should be a recruiter for their company, but few think that way. To fix that at Steople, we offer a large bonus check to any employee that provides a reference that is then successfully hired. Then it makes it worth employees’ time to reach out to their contacts, rather than expecting them to do it out of the kindness of their hearts. We believe you must truly incent people, not just say “thank you”.
3. We are offering benefits based on our core values and being transparent about who we are.
We continually emphasize what sets us apart from our competitors and acknowledge that we are not the company for everyone. For example, while we are a global company, we have smaller, more boutique offices in various regions that offer bespoke services to our clients. Often, we have young college graduates who want to be at larger firms with Fortune 100 clients. What I impress on them is that it depends on what they want…in a large firm they will learn a lot, but they will be a cog in the big wheel, while at our firm they will have a voice and essentially be able to “own” their own business. Another differentiator is that, while we work hard, we have a lot of flexibility and aren’t the “road warriors” working 80+ hours a week that the big firms do. See where I’m going? Additionally, we are always revising our benefits package ensuring it aligns with our core values. Examples include offering a personal development budget because we are a learning culture and concierge medicine benefits, so employees can focus on their well-being.
4. We also love our committed contract workers and their need for flexibility.
Since 2009 we have utilized contractors who you would never know weren’t employees. Their commitment and dedication are remarkable. The pandemic has ignited the gig economy in other sectors and people are now embracing part-time talent especially since it is so difficult to find good talent or excessively costly to hire full-time employees. Since we are a service firm the nature of our work is flexible and project-oriented, so it really lends itself to part-time workers. But what we have come to realize over time is that it isn’t the number of hours a week worked, but the commitment to the team, the clients, and excellent outcomes that is important to us. Embracing “new” ways of working that aren’t a part of the typical employee pool is important, especially during times of low unemployment numbers when full-time talent is so difficult to find.
5. Remote work expanded our talent pool significantly.
We aren’t going to fight the relocation battle. So much of the work we do in our firm now is either via Zoom for coaching or we travel to do in-person work with teams. We realize that talented candidates have myriad career choices, and many of them are going to opt against moving to pursue a job opportunity…in fact, over 80% of today’s workforce wants to work remotely in some fashion. But what we also realize is that most organizations fail to effectively structure and manage remote workers which can turn a potential solution into a waste of resources as remote workers struggle to understand and complete their duties…that is something we are keenly aware could be an issue and want to guard against. Yes, we really are organizational psychologists that are that self-aware!
Now, all we need is your help in finding our next great talent! Send a great one our way today…
You will find a QR Code below to send on to anyone you know who might be a great fit for the Steople team!