As an entrepreneur in 2023, finding the right talent can be challenging with numerous options out there while tech layoffs are ongoing. In fact, 135,000 tech employees were laid off in the past two months as of the writing of this article, making it crucial to have the right recruitment strategy. 

Here are 6 essential recruiting tips to find the right people for your team, whether full-time or freelance. Let's dive in.

1. Define Your Ideal Candidate

Have you ever taken the time to lay out your company vision and values? In doing so, you make it much easier to find the people who will help you achieve your goals. Finding ideal candidates isn't just about their personality traits. However; you need to evaluate the current stage of your business to assess what it needs. For example:

  • If your company is only just beginning to hire beyond your core team, you'll be looking for experienced individuals who wear multiple hats (a marketing coordinator, a head of development, etc).
  • If your business is taking the leap to expand its presence in a new market or develop a new product line, you’ll be looking for people with specific industry experience and knowledge. 
  • If the company is growing rapidly and it's time to hire more people power, you'll perhaps consider bringing on interns or mid-level employees who can alleviate the workload without costing too much. 

Take the time to list out the top resume skills you want to see as well as the background and experience that will best support your current stage of growth. 

By articulating your ideal employee, you can save time and resources in the long run by finding people who will fit into the team seamlessly. 

recruiting tips

2. Utilize Your Network

Never underestimate the power of networking. Data shows that 85% of jobs are filled through networking, which may be your ticket to finding the perfect candidate.

To execute this strategy well, you need to put yourself in the shoes of your target candidate and ask yourself the following questions:

  • What events would they attend? 
  • Would they be browsing job boards, or making use of recruiters? 
  • What would their qualifications look like on LinkedIn?

It's not enough to post a job advertisement and wait patiently. For the right candidate – and especially in the current talent climate – you need to be proactive. Post to your social media channels with specific details about each role being filled and send personalized messages to potential candidates.

3. Leverage Your Online Presence

Already established as a brand on social media? Good news – you're in an excellent position to find talent. Potential employees often follow the brands and companies they aspire to work for. A strong online presence will give you the opportunity to reach out directly and maximize employee engagement.

For example, let's say you’re an e-commerce company looking for front-end developers. On social media, you can get creative with the way you market these roles, like in these examples:

  • Create a series on Instagram introducing current employees and the roles they fill. Add a CTA to 'join our team!' at the bottom of each post. 
  • Host a Q&A session on Twitter, inviting potential candidates to ask questions about what it's like to work as a developer at your company and the roles you're looking to fill. 

These efforts can go a long way in getting your message out there, and – more importantly – making it resonate with potential candidates.

4. Use the Right Platforms

Let's face it – if you’re in the beginning stages of launching a startup, it's unlikely you have the funds or security to hire people with full-time salaries. You might need to consider hiring a freelancer or part-time hire to fill an immediate need. 

One of Russell Brunson's strategies to find ‘A Players’ is through using the right channels. Different platforms are going to be more efficient depending on the type of worker you're looking for:

  • Salaried employees, interns, and entry-level casual roles are best posted on standard job boards like Indeed or LinkedIn. 
  • Gig workers, contractors, and freelancers will often be found on platforms like Upwork, Fiverr, or Freelancer. 
  • Growth hackers, content creators, and social media experts can be sourced from sites like TalentPool and AngelList. 

If you're looking for fully remote workers, you’ll be a lot less limited in terms of location and can explore a much wider talent selection. Don't be afraid to strike out and use unconventional methods such as Reddit or Quora to find the right people for your team. 

5. Empathize With Your Candidates

Finding the right candidates isn't just about using the right platforms. In the job-hopper economy of today, employees will very quickly jump ship if you don't sell them on why they should come work for you. 

Empathy can mean the difference between a short-term hire and long-term success. Make an effort to be as transparent as possible about your expectations and the recruiting process. The more you can demonstrate your commitment to clear communication and ethical practices, the more likely you are to attract (and retain) top-notch talent.

Empathize with your candidates and offer the things you yourself would expect. Act in a way that aligns with their expectations. 

6. Offer Competitive Compensation

The candidates of 2023 are much more aware of their value than ever before. If you want to attract top talent that will stay with your company, make sure your compensation packages are competitive and in line with candidates’ preferences and needs. You can consider:

  • Flexible work. Slack found that 72% of employees prefer a hybrid remote/in-person work arrangement. Since many workplaces are now offering hybrid or remote work, you need to consider offering this to remain competitive. 
  • Benefits and perks. Your employees should feel valued and appreciated. Offering additional benefits such as health insurance coverage, training opportunities, or stock options can be a great way to show your commitment to their success. 
  • Comprehensive leave policies. A full vacation package, including parental leave and sick days, is a great way to ensure your employees are taken care of and have time to rest and recharge. 
  • Professional development. Assure your candidates that they are not entering a dead-end position and that you are committed to helping them grow their skills.

Be respectful of your candidates' time and demonstrate a commitment to transparency throughout the process. Attracting top talent is just a start – but keeping them is a different game

About the Author

With a focus on career advice and resources, Resume Genius provides practical tips and expert guidance to help you take your business and career to the next level.