Hire from Home: Seven Tips on How to Build an Exceptional Team

 

Contributor: Leah Kim Brighton, Mirae Talent and Executive Search

In collaboration with MT>Ventures

 

According to Psychology Today, the average adult makes a daunting 35,000 choices on a daily basis. This ranges from ignoring the perpetual buzz of  your push notifications, to deciding what to have for lunch, to picking up that “unknown caller” call.

We live in a sea of choices, and one of the biggest to be made is – where to work. Where to spend 40+ hours of your week, who to work with daily, and how this job will be part of your career path?

For companies, the question today is in the face of uncertainty, how can you position yourself to become the employer of choice for top talent? When there are an estimated 1.17 million companies operating in Canada, how can yours be The Chosen One?

In Canada, start-ups are concentrated in the major cities with Toronto leading the pack, and Vancouver, Montreal, and Ottawa each vying for second place.

Number of active startups in select Canadian cities as of 2017

The question of how to hire and build exceptional teams is the same one that plagues four-member seed stage founding teams to multi-national 1,000+ employee corporations. It is difficult, and becoming increasingly competitive with more companies entering Canada to become part of our True North. Even with the current employment numbers, exceptional talent continues to be in high demand. The companies that are able, know that now is a time to attract and retain individuals who aren’t typically open to conversations. Below are seven tips for teams looking to hire exceptional talent. They range from conventional methods such as job boards and referrals to more creative measures that can be used to recruit highly sought-after candidates.

1 - Share your company story. Sometimes your company name and brand are enough to land your candidate. However, when you are smaller, you need a hook to attract candidates and encourage them to choose you over the array of options available. This may be your company’s mission statement, a founding story that resonates, or your call to action in solving an interesting problem with a unique approach. Everyone has a story. Share yours.

This next tip is a sub-point. It is simply, “spill your tea.” (Yes, this is where we dive into the unconventional part mentioned above). Be honest. Share your trials and tribulations because candidates will find out about them, with or without your help. If you are proactive in sharing your journey, you give yourself the chance to shape your narrative before the candidate (or even worse, your competition) does it for you. Candidates appreciate ownership, accountability, and transparency. They want to hear from those in the trenches.

2 - Know your candidate. Know what they are looking for and work to meet them there, or as close as possible. This can be especially important if you do not have a large budget for compensation. Ask yourself, how will your company culture be affected by implementing flexible work arrangements? Would this allow you to reach a larger pool of candidates with different skill sets? Can you tailor your benefits plans to meet an array of interests and needs for candidates? These are some creative ways to construct an offer that is attractive to a diverse range of individuals. By providing them with an opportunity that fits their needs, you increase your chances of hiring your ideal candidate.

3 - What is their opportunity for impact? Share with your candidates the nature of projects they will have the chance to work on. Focus especially on how these projects will provide a unique opportunity not available elsewhere. One parameter that can shape an employee’s impact is the stage and size of your organization. For example, how is being smaller a competitive advantage for the candidate’s opportunities? Will they have more opportunities for growth? More autonomy? Conversely, how is being a larger multi-national an advantage? Will the candidate oversee larger teams? Will they potentially work globally? It is important to engage candidates and inform them of the impact you want them to have on your company and more importantly, how unique this opportunity for impact is.

4 – Referrals. According to LinkedIn’s Global Recruiting Trends (2017), a notable 48% of hires come from employee referrals. Current employees have a deep network to tap into, and also have a good understanding of company culture. For these reasons, they serve as a strong source for talent. It is, however, important to be mindful of the potential risk of groupthink and hiring a homogeneous team. To avoid this, referrals should still undergo the same interview process as all other candidates.

5 - Tap all career boards: Mere mention of career boards can elicit a groan and creek akin to antique rocking chairs, but they serve a purpose. They are a platform that allows candidates to learn about your company and easily apply to available positions. Career boards can provide your team with a pool of talented candidates who are ready and eager for a new opportunity. While using general career boards can be effective, companies are encouraged to seek industry-specific boards for various niches. For example, if you are in search of an accountant, you could connect with local professional associations as they often have career boards specifically for their members.

As an added measure, be sure your website is ready for a high level of attention. The application process may be the candidate’s first impression of you. Make it easy for them to learn who you are, what you do, as well as your accomplishments and milestones to date.

6 - Remote Interviews. Adapting the interview process to our socially distant world can take time as you test out new software, whether that be for video conferencing, (eg. Zoom, Hangouts, or Skype) or online collaboration, (eg. awwapp.com, witeboard.com, or Google docs). Be flexible, revise processes as needed, and communicate with the candidate. Also, if your interview exceeds several hours, be sure to schedule breaks for the candidate within their virtual interview loop. They’ll appreciate having the breather as they typically would for an onsite meeting.

7 – Remote Onboarding. The standard new employee experience for a first day can be modified in a variety of ways. Companies might opt to courier all hardware (eg. laptop, phone, headphones, etc.) to the new employee’s home and include their standard welcome package (eg. t-shirt, sweater, mug, etc.). Or, they can schedule an in-person pick up at the office, while ensuring the team is cognizant to practice social distancing and stand six feet apart.  

There is, without a doubt, much more to be said about building exceptional teams. However, in the interest of the abundance of other choices you have to make today, this abridged list is a starting point. Exceptional results are only born from exceptional teams. Investing time and energy into the process of bringing together these individuals is what enables organizations to thrive and exceed their goals. Wishing you the magic and the success that comes from when you hire your outliers.