Marketing isn’t only for getting recent clients.
Hiring is greater than just filling a task or getting a job done; it’s about constructing a high-performance team that grows your small business. Constructing your team at work isn’t much different than constructing a sports team–each player has a selected role, is motivated by various things, and desires several types of coaching and support.
Finding those ideal candidates can be no different than finding ideal prospects for your small business. You need to use the identical strategies used to market your small business to construct a talent acquisition strategy.
Ideal Candidate Avatar
A baseball coach doesn’t select a primary baseman based on skill or positional requirements alone.
Yes, they should know the way to catch a ball, but they may even must work well with the team, fit into the team culture, and be invested in helping the team win.
Before drafting your job description and posting it on LinkedIn, take a while to construct a really perfect candidate avatar. You’ll understand your ideal candidate on a deeper level and might craft a compelling job description that draws those ideal candidates.
Candidate Value Journey
Finding ideal candidates is hard, however it’s even tougher whenever you don’t have a method.
Very like we construct a customer value journey to grasp where and the way to market to our ideal customers, you need to use the client value journey to create your strategy for talent acquisition.
Most businesses hire reactively, but the businesses that succeed at constructing high-performance teams create a proactive talent acquisition strategy.
This permits them to draw and retain high-performing talent and construct roles around those ideal candidates as a substitute of filling positions as they turn out to be available.
Are You Delegating Tasks or Growing a Team?
One of the vital common pieces of recommendation given to recent business owners is to delegate tasks they don’t love and aren’t great at to a virtual assistant. Now, that’s not at all times bad advice, but for many recent business owners, this is finished rapidly without much forethought into their future business structure and growth. We must ask ourselves, am I delegating tasks or growing a team?
For those who are or plan to grow a team, the tasks themselves matter lower than finding a really perfect team member who can adapt to the needs of the business.
Let’s return to our baseball analogy. For those who’re a one-person team, chances are you’ll be higher off finding a good player invested in learning and growing right into a position over time than you’re finding a home-run hitter who can’t catch or throw and has no desire to learn or grow together with your team.
As an alternative of focusing solely on the tasks, you would like to delegate, spend time considering your ideal future organizational structure and the sorts of team members you would like to usher in and construct the corporate around.
As they are saying, find the fitting people first, and you may eventually get them into the fitting position or create one for them.
Growing a team is not any easy task, but attracting ideal candidates is not any different than marketing to prospective clients. Construct brand awareness, engage, and qualify candidates, and choose the fitting people to grow your small business and achieve your missing as a substitute of constructing perfect roles that nobody cares about.
