How to Attract and Retain Top Talent as You Grow

Transcript:

How to Attract and Retain Top Talent as You Grow. Hey guys, I’m Syama Meagher, CEO of Scaling Retail, and today I want to talk to you about how to effectively grow your company with the right people. I’m a firm believer in coming from a people-first mentality. We all have ideas about how we want to scale and grow, but without the right talent, and the right people, at the right time in your company, you might start going off in some wonky directions, right. So it’s really important to have a clear understanding of what that means.

So, today we’re going to talk about such things as how to find people, how often you should be looking, how to actually maintain and, kind of, grow the people that you’re hiring, what it means to have great company culture, which, guys, is so important, and how to have the right mental framework. When you start to understand that, it’s really a team effort, guys. It’s really a strong learning curve, a great team effort that’s going to help you get there. So, let’s start to unpack all of this. So, the first thing you guys have to consider is, when it comes to finding and attracting top talent, you’ve got to have a strong brand.

Now, having a strong brand and having some visibility really does mean that you’re big on social, not only for your business but also personally. That you’re developing some thought leadership, that people in your space are starting to recognize who you are. The more that you have visibility, that your brand has visibility, the easier it’s going to be for people to find you, and there is nothing better than getting an email from someone who’s eager to work with you. I love that, I love getting those emails and I imagine you will as well.

So, when you start to build up your thought leadership and you get more visibility, you are going to just start to attract these people. Now, when it comes to attraction, the second thing is, you always want to have a list of the people you want to be hiring for. Now, you may want to have some dates on there or, “If then” statements. “I’d love to hire an X person when this happens” or, “I’d love to hire this type of role in X number of months.” But you want to have a list of personnel and you want to do scenario planning. This kind of scenario planning is amazing because it allows you, when you meet the right person, to say, “Oh, I think I know where I’m going to put you.”

It also gives you the ability to say, “Oh, I just landed this big retail account,” or, “I just got into this publication, so now I know I need to hire this kind of person.” So, great examples of, “If then” statements and also timeline planning by personnel. Now, once you’ve got those people, it’s important you’re indoctrinating them into company culture that is both regenerative for them and allows them to be challenged. And what does that mean? Well, that really means you need to be thinking about your work environment. Are you placing the right people with the right tasks? All too often, guys, I just see people who just hire staff and assume another body is another qualified person.

In essence, you are setting up someone to fail. You’ve gotta be very clear and specific about what people are good at, what kinds of projects they want to be doing, and then give them the work that they want. I guarantee you match the right job with the right person, you are going to have a match made in gold, or heaven. Now, once you’ve got the right person and you’ve got the right set-up, it’s also about having a great teamwork-first mentality, right. You’re building this great team, you want to make sure that you give them the right responsibilities. You want to make sure that they understand that they’re valued and that they are in a supportive environment.

If they have questions, if they want to ask things, don’t make it impossible for someone to tell you, “Hey, I don’t know” or, “How does this work?” This is all part of your onboarding process. So, while you’re onboarding, I would say, definitely sit down and make sure you understand what the timelines are for you to be able to share with someone, you know, what the KPIs and metrics are, what are the goals of their role, how are they going to know they’re doing a good job? The more that you can explain to someone what you’re looking for, the easier it’s going to be for them to satisfy that.

Now, even the smartest person will come on board and have a learning curve. In fact, it is to be expected. So, don’t expect to hire someone and all of a sudden in week two you think they’re going to be soaring. You know, give your employees about a 60 to 90-day grace period. And I would even put that contractually in any of your contracts and agreements. That you want to see them reach certain goals and metrics by 60 or 90 days, to really see if this is a great fit. All right, guys lastly, I think it just always supercritical and important to be thinking about the lifecycle of your business.

So, have that organizational planning, be able to understand and identify the right people, and be able to make sure that you have the cash flow to pay the right staff. Clearly you’re going to find people who are willing to give you a price break in the beginning because they love what you’re doing and they want to work for you and you love what they’re doing, but understand that part of growing the right team is being able to pay people what they’re worth and honor and respect their time and energy.

All right, guys, I hope this gave you some amazing ideas on how to attract and grow the right talent, keep them with you. I’m a firm believer. I have seen it work in multiple organizations, practiced it myself, and I’m going to tell you, it takes time to find the right people, but trust me, it’s worth it.

All right. Leave a comment below. I would love to hear how you’re approaching hiring. Please subscribe to our YouTube channel and come find me. I’m on Instagram, Facebook, Twitter, I am where you are. And if you are in the process of scaling up your company, shoot us an email: hello@scalingretail.com. Talk to you soon. Bye.

Scaling up means ramping up the interview process. But what will you ask the promising candidates? Here’s a tool that can help: download your FREE COPY of the “Top 10 Questions to Ask Potential Hires”. Best of luck!

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