Each and every member of your existing team has their own potentially priceless network of contacts that could lead to your next key hire.
Introduce incentives and reward schemes for valuable recommendations that lead to hires. Ask your team where the talent is, what events they go to, what podcasts they listen to—it’s only logical that you make use of what is right in front of you, particularly when budgets are tight.
There is one caveat with this, however. Hiring this way can limit diversity as your search is usually confined to people with values similar to your existing workforce, so make sure your recruitment approach strikes a good balance. Scaleups must be aware that hiring diverse talent means you should be open to hire for a ‘culture-add’ not just a ‘culture-fit’.
Optimisation meets ambition
Recruiting is a time to be ambitious, and definitely isn’t a time to cut corners. You need to think 2-4 years ahead, hire people who are more senior than they need to be at present so they can help you grow.
Look for below-executive level top employees from your competitors who want to make the step up to executive level, and use your advisory board to convince more senior talent to join in cases where you can’t match their current salary.
Flaunt your values
A crucial part of cementing that concrete brand identity is wearing your values proudly on your sleeve for all potential candidates to see. From there, they’ll have a much clearer idea whether these values are in line with their own, saving your business a huge amount of both time and money.
Younger generations now look for a greater sense of purpose when it comes to work, meaning while it can be trickier to find the perfect match, once you do, they are vastly driven and loyal if that alignment is present.