- On September 26, 2021
In this market, hiring managers need to do more than send candidates through the hiring process and approve an offer at the end. I read with interest this post by a startup on how it closes key hires, engineers in this case. The take-aways still apply to hiring lawyers for any company, large or small:
- Understand why candidates go elsewhere. Factors include compensation, stage of company, and the company’s focus/mission. Companies must check that the money and role offered make sense for their target candidates to close them.
- Make sure your company has a positive buzz, including thought leadership. Startups especially need to get known through content marketing, publicity, publications, conferences, etc. I have seen for large companies the better the reputation of the hiring manager the more likely someone will join.
- Personalize the pitch. Do not hand off the hiring to HR. Show you understand the goals of candidates and explain how their role will grow along with the company.
- Communicate often and positively. Candidates need to feel valued. Give them lots of details on the job and access to founders/key people at the company. Have interviewers/team mates send emails. Individual connection is important.