Team Culture
The truth of today’s market is there exists a greater demand for tech talent than training can keep up with. This means companies of all sizes are competing to acquire the best of the best, and from a smaller pool of talent.One of the key challenges facing the SMB market stems from this exact quandary: how do we compete for talent with bigger companies with bigger names? The linchpin boils down to two critical factors:
1. Understanding your value proposition, and
2. Getting creative.
In this installment, we’ll address the basics of your company’s value proposition as well as some hints on how to get creative on benefits. Believe it or not – you can compete with the big boys even when you’re just starting out. It takes tight messaging and a willingness to focus on culture above all.
Your Value Proposition: The Key for Effective Candidate Communications
Recruiting is a unique combination of sales, marketing, and human resources. When your company can effectively combine those three disciplines, you’re headed on the road to better recruiting success.
When companies are in growth phases, however, your marketing messages are of the utmost importance. It goes beyond marketing messages for your customers – it has to extend to your target candidates, too. Let’s review your value proposition and the points your recruiting team – whomever in your company that might be – must have down-pat to make your recruiting efforts as effective as possible:
Your Value Proposition: No matter if you’re bigger or smaller than any company perceived as “competition,” how you stack up in comparison has to roll off the tongue. It has to come through in every job posting, interview, impression a candidate received during a tour of your offices. It’s a combination of your company culture, the quality of life you offer employees, and benefit packages. Your company’s personality has to shine through every fiber of your recruiting efforts –
And it’s what will allow you to get creative and compete with the tech behemoths when you’re doing battle for top talent.
Getting Creative
When you’re a young and/or growing company, offing benefits out the wazoo isn’t practical. Resources need to be allocated to salaries for top talent and growing the company. So how do you create benefit offerings that will wow top talent and not break the bank? We’ll cover this more in-depth in the full eBook (don’t forget to sign up at the bottom of the post), but here are a few ideas to chew on in the meantime:
- No medical? Think cultural – flexible work hours and company gatherings can create peace of mind in lieu of medical premiums.
- Getting around – how do people get to your office? Consider compensating them for eco-smart commuting decisions and other commuting-related expenses (these can go a long way in big cities like San Francisco, Los Angeles, Chicago, and New York).
- Focus on fun – how does your team unwind from a work week? When you can show candidates camaraderie and teamwork outside of work-related tasks, you’ll elevate your offering for the ideal candidate instantly.
The eBook will be available in mere weeks, so don’t miss your chance to grab your copy. Click below to reserve your copy, and you’ll get every blog post in this series as well as powerful value-adds for every topic. Worksheets, checklists, and more – all designed to improve your company’s tech recruiting efforts from square one.
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