Como você encontra e retém o talento certo para o seu negócio de escala?

As a business owner, I utilize personality assessments to fill open positions at my firm. The McQuaig Institute (based in Toronto, Canada) has great tools for defining the ideal personality for an open role. Final candidates will complete a personality assessment and McQuiag will provide the Hiring Manager with a full report of how that employee's personality fits the open position. Not only does this ensure your hire correctly, the McQuiag reports provide managing advice to best motivate and retain that employee based on their values and personality type! It is also a great idea to generate a full onboarding/training program for the first month of each employee's tenure to make training as effective as possible!

Durante o processo de seleção de candidato, não pensar somente na entrega técnica, mas a comportamental e principalmente a cultural ou até subcultural. Replicar o respeito e propagar o bom ambiente. Além dos fatores econômicos, salário compatível, buscar benefícios onde realmente beneficiem os colaboradores. E principalmente olhar o colaborador como um ser humano e não somente uma ferramenta de trabalho.

To successfully find and retain the right talent for your scaling business, utilize professional networks and job boards to attract candidates, while fostering a positive work environment and offering opportunities for growth and recognition to maintain their commitment and satisfaction.

Clear values and needs definition: Act with integrity, act fast and think differently, be accountable and take car of the others.

Often times, small businesses look for talent first, then try to figure out what role to put someone in. That will only get you so far. Look for gaps across your company and group them into related categories. This will create the framework for individual roles. Don't hire reactively because there's a current urgent need. This review sets the stage for your entire recruiting process. Then, you'll need to understand your budget for a given role. Do some research. Is that what the market pays? Will the role provide value such that it will be worth the investment for you? If you have a clearly defined role, have the ability to assess skills, and have a budget to appropriately hire, then you can start designing your recruiting process.

We have partnered with several bootcamp program to attract and develop youn talents. Otherwise , we use most of the channels and sources recommended above.

Platforms like Indeed and ZipRecruiter are good places to start. There's a tradeoff in the number of responses you will need to filter through. As small businesses scale, your network and the network of your employees can be gold. Set up a referral bonus and encourage employees to post job openings to their networks on LinkedIn. Paying your own employees to find people that they'd want to work with is a win-win. If you have the budget to hire a recruiter, it can save a lot of time filtering out initial candidates. You'll want to already have designed your recruiting process and set up the recruiter to understand and guide the candidate through the process. You'll also want to negotiate fees and a trial period before starting a search.

Choose targeted recruitment channels for your audience, invest the necessary time in proactive sourcing in databases like LinkedIn, indeed, etc Communicate and Involve the hiring team in asking them to dhare the job opportunity in their network : ex classmates, colleagues, friends. Offer a refererral bonus in case of succes!

To build a diverse and talented team, you must extend your search beyond traditional hiring platforms. Use a combination of employee referrals, niche job boards, social media, and even industry-specific events to cast a wider net. Referral programs that incentivize current employees can be especially effective in finding talent that fits both culturally and technically. Additionally, partner with specialized recruitment agencies for hard-to-fill positions. A successful approach often looks like: Diversify your sourcing channels -> Leverage employee networks -> Use third-party recruiters for niche roles. Always track the success of each channel and adjust your strategy based on what yields the best talent.

Great overall recommendations. Nevertheless, we try to taylor our benefits and perks to our employees needs. Flexible location and schedule offered for example to maximize worklife balance.

Competitive benefits are key. Small businesses often won't be able to match the benefits of larger businesses. One of the most important benefits of being part of a small business is contributing to the mission and vision of the company. People want to be part of and contribute to something greater. Simon Sinek's book "The Infinite Game" outlines this well. Making sure you have an authentic and compelling motivation for why your company exists can offer the most important benefit an employee will want. It can't substitute for health insurance or a 401k but it sure beats free smoothies and donuts.

Great ideas but not always easy to put in place. It takes a strong company culture and the right decision maker in place. We work on it with training, virtual and presencial events but it is still the biggest challenge.

Companies that can make people feel safe to contribute outperform those that don't. As a leader, one of my most important roles is to help clean up messes that employees make. I tell them exactly that. I know that 99% of the time, when an employee tries something, it will probably turn out really well. So, I gladly jump in when it doesn't.   This creates an environment of trust, no blame, and innovation where people aren't scared to take a well-crafted risk.

Building a positive culture begins with leadership actively promoting transparency, open communication, and a collaborative environment. Employees are more likely to stay when they feel supported, valued, and part of something bigger than themselves. Ensure that your culture isn’t just words on a wall but practiced daily by giving autonomy, recognizing achievements, and encouraging teamwork. You can establish this by: Defining your company culture -> Regularly communicating and reinforcing it -> Offering leadership and team-building opportunities. Positive work environments where employees feel psychologically safe often yield higher productivity and innovation, making this a powerful retention tool.

Consider new talent pipelines such as graduates, school leavers or apprentices to fill skills gaps, address succession planning, create a more diverse team with development at its core. Developing new talent also helps existing people to expand and elevate in their roles

We have a learning program in place using platforms such as linkedin learning, udemy, coursera etc. We also encourage team leaders and manager to promote by example continuous learning.

Flexible learning platforms are beneficial for employees that want self-directed training. Setting up executive fire-side chats and mentor programs are also inexpensive ways to share knowledge, deepen company culture, and develop employee skills.

I highly suggest looking within before bringing in outside employees. Investing those that already give to your company and helping them to grow and develop creates long standing loyal relationships

Promote a culture of transparency, trust and give a purpose to the team. Offer internal mobility and career paths to enable people ton develop their skills. Invest in assessing and training your managers in their leadership skills.

Feedback is a two-way street. It doesn't mean that every bit of feedback needs to be acted on. People need to be encouraged and feel safe to share what is missing or what can be improved. I always ask employees to come with a proposed plan, not just a complaint. If the effort is made to make a plan, validate it with a response. It doesn't need to be a detailed why or why not, but something to help provide perspective and acknowledge an employee for their contribution.

Definitely, providing active feedback based on objective analysis and facts is the key of developing a healthy business culture.

Scaling a business requires a proactive approach when it comes to supporting existing staff who are crucial to your growth journey. Without investing in them, you risk recruiting for both replacement and growth. Regular solicitation of, and action on feedback are fundamental. This approach isn't just about finding immediate solutions to concerns but also about acknowledging their contributions and reinforcing the vital roles they play in the company's expansion. Engaging in this process shows that their insights and well-being are valued, fostering a culture of mutual respect and loyalty. By actively listening and responding to their feedback, you create an environment where team members feel genuinely invested in the business's success.

Take actions (if possible) when you ask your employees to share their feedback, perform assessments. Some companies don’t do anything after this exercise and it can cause a breach of trust and decreease people motivation

Feedback isn’t just a formality—it’s a tool for continuous improvement. Make a habit of soliciting feedback through regular one-on-one meetings, employee satisfaction surveys, and open forums where team members can voice their ideas. The critical part is to take action on that feedback, so employees see tangible improvements. This builds trust and shows that leadership values their input. A solid framework would be: Regularly solicit feedback -> Prioritize and communicate actionable items -> Implement changes and follow up. Continuous feedback loops foster a culture of open communication and improvement, ensuring that employees feel heard and valued.

If you treat your employee with respect and reward why will they leave you at first place . Nobody leaving only for few dollars everyone need fair transparent and respectful culture.

I would like to highlight that encouraging initiative and employee development is fantastic but leading by example remains fundamental. Some companies back-up employee growth and projects with no or partial support only to achieve their goals. Transparent management and healthy business culture are more than 2 pilars on a post to promote company branding.

After 20 years of hiring for many companies - Jim Collins nailed it in Good to Great. "get the right people on the bus" ... do not get caught up in the details on messy details. The right people on the bus will want to solve complex problems together and work will become challenging yet very rewarding. On the flipside - the wrong people on the bus ... no matter how great your systems to hire are and best $ of benefits in the world are, it just won't matter. Learn from those who build truly great companies. Stop listening to those who claim they are experts. You got this! (with the right people on the bus of course).

Finding and retaining the right talent for a scaling business involves strategic hiring and leveraging outsourcing. For some small businesses, just starting out, the idea of hiring someone outright can be intimidating. Outsourcing can be a valuable resource for temporary or initial hires, offering flexibility and access to specialized skills without long-term commitment. Foster a positive work culture, provide growth opportunities, and maintain open communication to retain talent. By combining in-house and outsourced talent, you can build a dynamic and adaptable team.

Invest in building your employer brand from the beginning. Scaling your business, getting the right people and retaining the team is easier if you focus on employer brand from the beginning.