Como você usa sua rede para contratar e reter talentos?

As an early stage founders, the most important thing that can help us in those early days is the network. Finding co-founder, pre-seed funds, initial customers, founding team, all come through the network. At all my 3 ventures Automation Talent India, Gamma Skills and the next one (stealth), I have been blessed to get help through the network. So building and expanding network is one of "KPIs" of the founder! And the founder has to be natural at it, not as a task, but real networker !

One way to hire great talent is to evangelize your startups vision and goals. In your network, it becomes critical to ask for referrals for talent whose values and career goals align with where your startup is heading. There may be talent outside your industry who is looking to join this industry and they might be an ideal fit. Additionally, it's very important as mentioned in the article that you can not simply pitch. Your company's culture will be built by talent who understand who you are. Oftentimes, it would be pertinent to network with people from outside your industry to find those rare gems that are thinking outside the box.

Building our network is perpetual work in an entrepreneurial journey. We should start as early as we decide to be an entrepreneur, and it should never stop. We can not predict who we may need and when so we have to increase the volume and diversity of our network. The best way to increase our network with people aligned with our vision and the team culture is by building it in public. This strategy helps us attract the people who click with us from a vast pool of people active on platforms like LinkedIn. When they meet us, they already know us a bit. So we don't have to explain ourselves. This way, we build our team in a very organic way. I have been using this strategy to date, and it works for me.

It takes years to build and nurture a network, so start early. Friends can also be a great source of meeting people with similar values and interests.

Indeed, proactive networking is crucial for startups or companies. By engaging in events, communities, and content creation, you establish relationships with potential candidates, partners, and influencers early on. It's not about pitching your company, but showing genuine interest and adding value to others. These connections could become hires, referral sources, customers, or collaborators, contributing significantly to your growth.

As an entrepreneur, your task is to align team members, roles, and objectives with purpose. Relying solely on your network may fall short in startups. Navigating entrepreneurship means creating an environment where team members, roles, and missions unite with a shared purpose. Unleashing this value triggers a chain reaction: shaping team, referrals, sourcing, recruiting, and your company's identity, fostering a better workplace. This purpose-driven approach generates value, propelling the cycle from hiring to feedback, all rooted in the core value.

People, especially those with extensive networks, often forget about the individuals they know. When asked to provide a referral, whether it's for a potential employee or a customer, they might conduct a mental search of their network and come to the conclusion that they don't know anyone relevant. If you want to achieve the best results, ask them to set aside a time to review their connections.

Your existing network knows your company culture and can recommend candidates who are a good fit. Encourage employees to refer qualified professionals, offering incentives for successful hires. Maintain open communication with your network, updating them on your hiring needs. This approach not only brings in talented individuals but also fosters a sense of community and loyalty, aiding in long-term retention.

My way to hire talented people for a startup is : 1. have planning a recruitment strategy 2. Define what exactly ours looking for in the candidate. 3. Defining the position properly with skills, experience, work experience, and academic qualifications. 4. Give an overview of the purpose of the position and key qualities or responsibilities to post the job on the careers page. 5. Prepare a List of the requirement of certification or license if needed to perform the job duties. 6. Include employer brandings like benefits, working hours, work culture, flexibility, and achievements. 7. Thinking like a job seeker and looking for what they want to read in the job role. 8. Understanding how the candidate's aspiration fits with the job

As an entrepreneur your major focus should be to look out for a trustable candidate who can effectively contribute to your shared vision. Thus, reach out to your network to identify trustworthy candidates and then verify their credibility by conducting a detailed onboarding process.

The best way to leverage connections. Meet people! Lots of them! Then set your eyes on a clear focus with laser like precision to get what you really need. It’s good to save the quantities for later development and precisely focus on those you really need in the shorter term.

Share job postings and company updates to attract potential candidates. Engage with your network by posting content that reflects your company culture and values. Encourage employees to share openings on their profiles. Participate in relevant groups and discussions to build relationships with industry professionals. This approach helps you tap into a broader talent pool and showcases your company as an attractive place to work.

Social media provides an excellent platform to access talent from all sects of life and diverse parts of the world you would not have ever bumped into otherwise. It may open a door you never knew existed and can take you to a new height. But it is easy to get lost just because of the same reason. To get the most out of it, you want to attract people from your tribes. And to achieve that, it is essential to - know who you are. - share it openly with others - listen to others. - reflect on your learnings and evolve yourself. One way to achieve this is by building it in public. You are sharing your honest journey. People who resonate will share their insights and help you evolve And, the tribe will grow organically.

Leveraging social media and online platforms can enhance your ability to hire and retain talent effectively. Showcase Your Startup: Use platforms like LinkedIn, Twitter, Facebook, and AngelList to promote your startup, share your story, and post job openings to reach a wider audience. Engage in Relevant Communities: Join groups, follow hashtags, and participate in discussions related to your industry or niche to connect with potential candidates and build credibility. Utilize Freelance Platforms: Use sites like Upwork, Fiverr, and Freelancer to find skilled freelancers for specific projects, enabling flexible hiring and expanding your talent pool.

Regularly publishing on relevant topics is the best way to grow your network. The great number of your followers will help you find great talents when you will need them.

A Referral program is an excellent tool for employee engagement as it gives them a sense of ownership for the company they work for. Programs should also be structured in a manner that any monetary or non-monetary compensation for the referral yields a different reward for the employee rather than just a fixed monetary amount. Perhaps designing a wheel of fortune with equivalent reward outcomes would add to greater excitement and an enhanced employee experience every time a candidate is successfully referred. Such programs are quite useful for startups as employee retention is tough to maintain. Referral programs should be carefully tracked year over year so that any enhancements or improvements to the program can be easily assessed.

Creating a referral program can help attract quality talent, lower hiring costs, and boost retention. Design the Program: Offer incentives, such as cash, gift cards, or recognition, to reward your network for referring candidates. Add Gamification: Enhance engagement by incorporating points, badges, or leaderboards to make the program more appealing. Track Performance: Regularly measure the program's effectiveness and adjust strategies to optimize results.

When the job market becomes highly competitive, you may face challenges in locating top talent. To encourage your network to assist in your talent search, consider offering a bounty—a cash reward for a successful hire. This is likely to motivate individuals in your network to thoroughly review their connections and identify potential candidates. However, it's essential to establish clear criteria for what constitutes a successful hire from the outset.

Implementing a referral program not only streamlines hiring processes but also strengthens team cohesion by leveraging existing networks. Beyond monetary rewards, it's about nurturing a culture where employees feel empowered to actively contribute to the company's growth. By gamifying incentives and emphasizing recognition, startups can foster a collaborative environment where referrals are seen as a collective success. Regularly tracking and optimizing the program ensures its effectiveness, aligning it with evolving organizational goals and enhancing overall talent acquisition strategies. Ultimately, a well-executed referral program reinforces a sense of community and commitment among employees, driving sustained growth and retention.

Networking proactively is essential. Engaging in events, communities, and content creation helps form valuable connections before needs arise. By sincerely investing in others' goals and interests, you cultivate a supportive network that can provide referrals, customers, or collaboration opportunities, fostering sustainable growth for your startup.

Valuing the people you want to work with & making sure they are aligned with your vision & goals. Everyone wants a good team to work, a good work environment & positive energy. As a early stage founder, it is very essential that you create such an environment.

Every early stage founder have to understand this - " People gets into early stage startups because of Founders over company's culture/ Product, and people work in MNCs because of the company culture/ product not founders" Your vision should inspire them and your inner motivation must be stronger to attract new talent. Growth is must for new talent as they are seeking career growth over financials in early stage startups.

In most cases, especially at the beginning of your startup's existence, your personal profile will have way more followers than your company profile. Use the leverage of your personal network and your profile to publish regular updates about your startup and your progress. I am doing it with Health Folder, and amazing how it helps with finding new partners and opportunities.

As a team leader I have always observed that respect attracts respect and thus you should focus upon your in-house talent and treat them with respect. These people are enough to market you and your brand and attract talents from their wide network to come to you and seek a position in your business. Value your people and Voila!

One way to nurture the talent community is to offer prize money, judgement, or hacking at hackathons. Hackathons tend to attract talent when staged correctly with the proper rules and enforcement or if they invite people to work on fun projects or platforms. I like to think of hackathons as the new wave of esports because they invite friendly competition as well as team collaboration. Collaboration is like competition on steroids and you will see who is a team player or individual performer. Your participation in a hackathon might enrich your perspective on community oriented talent outreach or perhaps even give you some ideas of how to pitch or make use of technologies.

It is shocking to see that so many startups fail at keeping talents excited about working with them. The interview experience, the onboarding experience, the social life at the company, the flexibility offered, the responsibilities granted, the accountability demanded .... all of this contributes to the excitement level of the talents a startup has invested heavily in to attract... Retention often comes too short because of the day-to-day pressure people face in a startup. But there is a massive risk of losing talents.

Building a supportive culture begins with genuine care for employee well-being and professional growth. Empowering individuals through clear communication and opportunities for skill development fosters loyalty. Regular feedback sessions promote continuous improvement, while acknowledging contributions reinforces commitment. Ultimately, cultivating an inclusive environment where everyone feels valued contributes to long-term employee satisfaction and retention.

Creating a culture where every team member feels that the startup is not only your baby but theirs too helps retain the talent. It's like growing a kid in a joint family. To achieve this, you need to - honestly share your vision and dreams and make people feel part of it. - recognize their efforts, and be grateful for that - incentivize them with equity options such that they feel they are not working for you but for their own future. - know each other on a personal level and be there for them in good or bad times. - have fun. This way is also a natural filter for people who you may not need in the long run. The ones who will stay are the ones you will need the most.

Retaining great talent with the right cultural fit and training them up is generally cheaper than hiring for senior positions from outside the company. People feel valued when you invest in their future and constantly communicate their potential, how they can grow into new roles over time and how they fit into the company's big vision

Share company updates regularly with your network and celebrate wins. This helps build pride and affinity for the company among your team.

The dynamic is reciprocal. Extend a helping hand by recommending individuals from your network when there's a demand for skilled professionals. What goes around comes around. As you advocate for the organizational culture and job details, your positive actions tend to return to you.

I've always believed that every interaction is an opportunity to expand your network. By taking the time to connect with people personally and genuinely before discussing work, you create a foundation of trust. When the time comes to hire, these relationships mean that potential hires are already familiar with our culture and values, which fosters loyalty and retention from day one.

Give value away first without expectation. This strategy has worked for my startup in countless situations, e.g. I created a founder dilution & exit calculator and released it for free -- folks still reach out to me about it saying how it helped them. They're now connections for potential future talent.

A credible Social Capital = Unlimited Financial Capital × Talent Retention. People are assets,but not all assets generates a credible value over time; I have learnt the importance of associating with people who readily understand my talents and effortlessly adds value to it. The Quality of your social capital (network of people) will automatically boost the confidence of Investors in you and your Idea which in turn will enable you raise at higher valuations and better terms. Moving forward, the mix of a credible social capital and a robust financial capital will further drive Talent Retention easily and efficiently. Real recognise real and Talents will automatically be drawn to where they believe their talents will fully actualize.

BTS: Be The Singularity. A singularity is part of a black hole that has a lot of gravity. Your vision and eventually your solution need to create their own gravity and you as a person should also create your own gravity as a founder. It means you have to be non-toxic and low sodium when it comes to typical industry saltiness. This will attract talent around a great vision. The more you attract great talent first, the more you build gravity. Be like a neutron star in talent density. People will want to be a part of what you're doing if you can convey regular achievements your high-gravity team is achieving. Let them know what your team is capable of. Lead conversations with team capabilities.