Hiring Problems Business Leaders of Small & Mid-Size Tech Companies Face That  Corporate Giants Don't

 Broken Recruitment Process
​-Lack of authentic Employer Branding
-Lack of Out-of-the-box sourcing
-Lack of a*stellar* candidate experience
-Job Descriptions that are ineffective and bringing you candidates that don't fit the role or your organization
-Having an ineffective plan around Diversity & Inclusion Hiring which is a highly visible Employment Subject
     -(missed branding and expansive talent pool opportunities)
         
Ineffective Interview Process
-Old Playbook vs. New Playbook Interview Process
-Substandard Interviewing Skills caused by lack of not having proper Interview Training incorporating "Today's" Methods.
-Ineffective Closing & Onboarding Strategies causing loss of candidates at the end
         
Retaining Current Talent
-LOSS of critical staff due to not being aware of what is important to them in their career aspirations.
-NOT providing opportunities for your employees to explore and move into different roles in the company.
-NOT providing proper training opportunities which could include having them work with a Career Coach so they can take the proper training.
-Popular Branded Companies come along to steal your talent.

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                                      Did You know?

• Organizations are set back an average of 16 weeks for every bad hire they make.
• On average organizations spend between $25,000 and $50,000 on bad hiring decision for Key Individual Contributor roles.
  70% of employers admit to having hired the wrong person for a position at least one time that was in a critical role to their organization.
  The average cost of a wrong hire is at least 25-30% of that  person’s first-year salary.​​
• According to data from the Bureau of Labor Statistics, as reported by Fundera, approximately 20% of small businesses fail within the first year. By the end of the second year, 30% of businesses will have failed. By the end of the fifth year, about half will have failed caused by:
  • The latest data from NFIB's Job Report recorded early in 2022 showed 22% of small business owners reporting that labor quality was their top business problem, and the percentage who cited labor costs as the top business problem remained near a recent 48-year record high.

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Solutions For Leaders to Successfully
Grow Their Teams and
​Retain Their Critical Staff
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Your business can easily avoid being one of those above statistics just by putting a concentrated focus on the Human Capital piece of your business.  Yes your business needs sales but equally important, your business needs critical staff to build, service and deliver your products to your customers. 
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So what is the secret in accomplishing this?
-Grow your teams via a focused effort on corporate social branding around being a "GREAT PLACE TO WORK"! Creating communication to the public on what your org is doing and why it matters!!

• Be a good Leader that is invested in your Employees Career Aspirations.  (Offer training around what they want to do and if they don't know what they want then offer to invest in a Career Coach to help them figure it out.)  That investment will far outway the cost and go a long way in doubling your return!
  

• Be committed to promoting your talent up as many levels as they aspire to go.  The thinking strategy is that as a Leader you should look at every role in your organization and see who can fit that to push everyone up the ladder. 
• "Create an upward Domino Effect" where if each employee  can take some responsibilities off the next person then that creates time for that other employee   to take responsibilities off of the next person.  Goal is to move everyone up the "Chain of Command" causing your employees to feel valued and end-result you now have a growing and thriving Business!