The Anchor: 6 things young companies should do to attract talent

10 Dec,2012

By Ambika Sharma


Talent equals value and value drives strong organizations. Talent is capital and for young companies and start-ups, talent acquisition decisions can make all the difference between short-term and long-term success. Younger companies often face challenges when looking for talent. Here are six things one can do to attract the right talent.


1. Build your brand, get your name out there. Most times it’s seen that startup teams get so busy pulling every day business together that they ignore showcasing and brand building. Build your organization’s brand carefully, ensure that you talk to potential talent pool right at the beginning and steadily create a conversation with your audience. Make sure you convey your brand values; what your company stands for, why are you doing something exciting and why they should want to work for you.


2. Underline the opportunity for growth. Start-ups have advantages; they are less bureaucratic and hierarchical, show openness to fresh ideas and have a higher growth ratio as compared to traditional organizations. The new generation of talent realizes the potential of a free workspace and the growth opportunities it presents. Being able to walk up to the boss and present your case is a huge benefit. Don’t under value its potential. Be open list your advantages, package well and be honest, it’s a lot of hard work to be employed in a start up don’t let that fact slip through the cracks.


3. Reward and respect. Respect the talent you have. Begin with setting the tone, if you had a good year don’t put off sharing the fruit for later. Give those well-deserved bonuses, and reward your talented partners, that’s what being a startup is about if you want to stop being a startup and graduate to being a respected employer. Last year, when the industry was putting off the increments and cutting the bonuses, we gave out nice juicy bonus packs. The team who ensured it is a good year deserves it. It’s about respecting the talent you have on board they are your strongest advocates to the outside world.


4. Create value. Take initiatives early on to nurture the culture of being a valuable employer, being a great place to work in. Make your workplace fun, chose your benefits carefully and ensure your employees get well-constructed plans, Medical cover for the family, birthday bonuses, R&R programmes create value in the work place for every one on the team. Build in referral programmes, it’s a great way to identify talent as well as open a dialogue.


5. Be inspiring: Talent and inspiration have a strong equation don’t forget to inspire. When you recruit, spend time to explain your organizations values to your HR partners, explain to them the qualities you want in a candidate and ensure you let them know why. They are your mouthpiece and must get the correct pitch on why your organization will be the game-changer for promising careers.


6. Be consistent: Don’t go looking for talent when you are in need. It’s a constant process identify your 5 A-team list, constantly evaluate people you would like to have on board (yes even if you cannot afford to today) don’t settle for less it will not be fair on your current team or on your organizations future. I find this the most trying, to give time to a potential candidate when I am not looking to hire any time soon, but it’s important to know the trends and connect with talent on a consistent basis.


Ambika Sharma is Managing Director and CEO, Pulp Strategy Communications


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One response to “The Anchor: 6 things young companies should do to attract talent”

  1. Rebecca Adjei says:

    Congrats. Your piece is amazing. I think attracting talents is not for only young companies but also for the older ones who don’t want to offer training opportunity for their workforce and always looking outside to recruit, meanwhile there are a lot of talents within the organization that if trained, could perfectly fit those positions.
    Some organizations don’t even appreciate one’s proactiveness and one is seen as “know all”. I hope CEO’s of organizations and companies will take a clue from this piece if they want to be successful.

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