Somer Hackley
Jan 24, 20211 min
Updated: Mar 8, 2021
"Somer, how can we compete for talent when we’re up against the big tech companies with deep pockets? Is it impossible?”
I spoke with a startup last week who was having a hard time hiring engineering talent. I’ve been on the exec search side for a while now, but the themes are still relevant.
I came across an article this morning in Hung Lee's newsletter that backs up what we spoke about. Take these statistics:
92% would consider leaving their current jobs if offered another role with a company that had an excellent corporate reputation.
87% of Millennials rate professional career growth and developmental opportunities as important to them in a job.
69% of job seekers are likely to apply to a job if the employer actively manages its brand.
My two cents: you can absolutely compete for talent. Not everyone simply collects offers, puts them in a pile, and takes the one with the highest salary.
How do you compete?
- What motivates the talent you’re going after? Show them that you have it.
- Why is your role open? Share your mission and journey.
- Have an employer brand. Check out what other companies are doing on Instagram. It's eye opening.
You can compete with candidate experience.
See the conversation here on LinkedIn.