How to steal all the talented people and keep them.

The recruiting game isn’t what it used to be. 

The reality is, people have waaay more choices these days. 

Especially the younger generation. 

Not only is the business world more competitive than ever, meaning there are more businesses like yours chasing the same people, but there are also more ways to make a living.

Talented people have way more opportunities today.

And that changes everything.

A decade ago it wasn’t common for people to make $100k dancing on Tiktok.

Or make twice that running a portfolio of simple internet businesses from a beach somewhere. 

Or gigging for work from the comfort of their own home. 

And this access to flexible work, limited responsibilities, and a chance to disconnect time from money means the talent pool just got a whole lot smaller. 

So if you want excellent people sending you their resumes, you’re going to have to do things differently to attract them

Rather than look at a massive list, let’s explore a few that’ve worked well for me.

Build a Brand. Not Just a Business

When Apple recruits, you know what type of company you’re applying for. 

Their brand stands for something - Good design, technology, disruption, excellence and so on.

It’s a magnet for people who identify with their brand values.

(not to mention the cult-like following they’ve built)

Now… you and I aren't Apple, but we can use the same tactics. 

Here's how:

• Create premium products and services that are aspirational in our market.
• Lean into innovation and make things better, even when people aren’t asking.
• Set a big vision and push towards it so that people can see personal growth opportunities.
• Make sure the every touch point matches the perceptions you’re creating in peoples minds

And that third point, a big vision, might be your secret weapon when pulling in talent.

Because let's face it, everyone wants to be on the winning team.

Own The Culture

Culture is forever changing and evolving with every new hire or person exiting.

It can be impacted by nearly everything. Someone’s home life, personal journey, lived experiences, business objectives, colleagues or simply the way they feel on the day. 

And at scale, it can be a bloody nightmare when it goes wrong which is what stops loads of companies growing.

It’s every single person's responsibility to understand their role in maintaining and contributing to it. 

But when ‘everyone’ is responsible... No one is.

So that means it’s your job!

You’ve gotta nudge it in the direction it needs to head towards and care for it like your business depends on it for its survival.

We’ll cover the ‘how’ some other time because it’s a big topic, but if you’re anything like me, the first step is accepting that the buck stops with you for the culture you have today.

When I realised the weight of that responsibility a while back, I worked my face off to make sure it was one that would attract the right people in the future.

Do it right and word will get around that you’re a good company to work for.

Powerful Purpose

The best companies I know each stand for, or against, something. 

It can be a powerful thing to do in business when you pick the right thing. 

If you haven’t got one, it helps to think back to things that piss you off about the world or your industry. 

Lead a change you want to see in the world.

Or find a cause worth fighting for.

When you do it positively, it can cut through the noise and speak directly to the hearts and minds of talented people who share the same fire in their belly.

Also, often people don't have one, so when you share yours, people tend to adopt it. 

And that can equal a great transformation for them and a pretty amazing result for a business when it drives positive action.

So, find a purpose, work towards achieving it and occasionally share it with others to encourage them to join.

Personal Progress

I mentioned a big vision earlier. 

I probably spend way too much time painting mine but it’s because I think it’s one of the most important pieces of the puzzle. 

Without a clear and big vision for the future, how can you expect good people to see a future with your company?

And if they can’t connect the dots between where they are today and where they want to be in the future inside your company, then it’s only natural that they look for opportunities elsewhere. 

So make sure you give people an idea of what the future holds and they’ll normally stick around and share it with their talented friends.

Talent Pipeline

I wanted to leave you with the most actionable bit last.

A reward for making it this far - Thank you.

One thing we did (and I can’t take the credit) is start reaching out to every hire who didn’t make it on our team. 

The people we were on the fence about during an interview.

Those people go on to work at other places, gain more experience and develop professionally.

That normally means they’re some of your best new hires in the future.

And many were delighted when we reached out. Even years later. 

So if you don’t want to stress about new hires in the future, start:

• Recording the people who don’t quite fit your company today.
• Setting reminders to check in with them twice a year.
• Asking them for a referral if they refuse.
• Setting meetings with the best ones.

Do it consistently and you’ll eventually build a pipeline of talented people you can call in as you both grow.

Alright, let’s wrap up Dian.

If you want to grow your business, it's important to recognise that you’re really in the people game. 

(not the products and services game)

The sooner you accept it and take responsibility for attracting the best ones, the sooner you can start kicking arse. 

I hope this helps!