"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?
1. Sell to your audience.
- 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.
2. Button up your process
You can compete with candidate experience.
See the conversation here on LinkedIn.