How to Find and Retain Top Talent in a Fast-Growing Company (Video)

How to Find and Retain Top Talent in a Fast-Growing Company (Video)How do you maintain your quality of hire during massive hiring periods? This video from preciseeffect has the answersClick To TweetIn the 26th episode of The Recruiting Reel, Christine Amogan, the Chief Talent Scout at Precise Effect International, discusses how to find and retain top talent in a fast-growing company. zu siches the transcriptJosh TolanMy name is Josh Tolan and Im the CEO of Spark Hire, the leading video interviewing platform used by thousands of organizations around the world.And this is The Recruiting Reel, a video series in which we discuss real recruiting challenges with prominent recruiting experts to provide you with actionable tips you can apply to your own recruiting.Today I am joined by Christine Amogan, the Founder and Chief Talent Scout at Precise Effect International. Her company helps startups and high growth teams address challenges during periods of change.Christine has a vast amount of experience and is a headhunter warrior. She has doubled multiple tech and sales teams in a matter of months, executed numerous strategic sourcing efforts, and developed and deployed creative techniques to identify and attract diverse candidates at all levels.Given her experience, I asked Christine what are the challenges of growing and retaining a quality workforce during periods of massive growth? And how can talent leaders overcome these challenges?The floor is yours, Christine.Christine Amogan Hi, Christine Amogan, I am founder of Precise Effect International. We work with startups and high growth teams, helping them address challenges during periods of change.The topic for today is one that Im very passionate about, What are the challenges of growing and retaining a quality workforce during periods of massive company growth?.So, when I think of periods of massive company growth, I automatically think of change. And by nature, people are pretty apprehensive when it comes to chang e. I always keep that thought in the back of my mind as Im working with the hiring teams, hiring managers, and the leadership team.What are a few major challenges that arise when hiring during periods of massive company growth? A few major challenges that I can automatically think of that Ive seen both at startups and established companies during massive growth times areHow do you maintain your quality of hire during massive hiring periods?How do you maintain the company culture during massive growth times? andHow do you maintain a quality candidate experience during these hectic periods?What can hiring pros do to improve the hiring process and overcome these challenges? So, during this time, hiring pros need to be master project managers. Hiring pros need to ensure that there is a process in place, number one.Number two, that people are communicating, and better yet, over-communicating during these periods. And to address the challenge of maintaining company culture, what Ive done in the past is Ive actually identified a culture ambassador who interviews the candidates just for culture fit.How do you ensure that youre quickly finding the best talent during these times of rapid growth? Every team has a different definition of what best talent means. Work with the teams, exerzieren down to identify the key traits of best talent. And establish a process that is able to uncover these traits either at phase one or phase two of the interview process. Youll be able to get to the candidates the best candidates quickly during this time.These are my suggestions in addressing the challenges of growing and retaining a qualityworkforce during periods ofmassive company growth.Josh TolanThanks, Christine. My takeaway from your insight is that it is critical to have alignment within your organization on 3 things your process, your culture and values, and the vision of the ideal hire.These are all things that you can define with the key stakeholders within your organization and t sets a strong foundation for recruiting success when growth makes things chaotic.Personally, I see fast-growing companies struggle the most with wanting everything to be perfect. Theyre so used to hiring 1 person for a specific job that when they are tasked with hiring 5, 10, 20+ people for that position, they have a hard time making a decision on who to give offers to because they realize that not everyone who makes their shortlist is going to be an exact match for what theyre looking for.Thats why its so important to know the absolute must haves for someone to be successful in the position.Find the people that check those boxes and then focus on potential and who you think you can best develop within the organization.I want to thank Christine Amogan for joining us today. If youd like to connect with her on LinkedIn, use the url below or follow her on Twitter preciseeffect.Thank you for watching The Recruiting Reel and stay tuned for more episodes. For additional HR and recr uiting content, head over to hr.sparkhire.com and subscribe. Also, follow us on Twitter, sparkhire. And subscribe to our YouTube channel to be the first to know about the newest episodes of The Recruiting Reel.Thanks again for watching and happy recruiting

Work from home Employees would rather email than Slack you

Work from home Employees would rather schmelzglas than Slack youWork from home Employees would rather schmelzglas than Slack youFor the majority of us, email is still the superior form of communication, even when you are talking to an employee timezones away from the office.A new survey from Voxbone found that email was the preferred mode of communication for working professionals. Picking up your phone and calling them came in second, followed by texting, and instant messaging platforms like Slack.Email is still superior. Should it be?Even though the rise of Slack and other instant messaging services make communication instant and convenient, this finding suggests that we still prefer the old mainstay of email even though it can drain our time and energy. Emails have long been our biggest time-suck at work. Employees send and receive around112.5 billion business emailsa day. In total, we waste 17 hours every week on pointless work email.If youre a manager of remote employees, try be ing available through more than just email, even if youd rather communicate through the inbox. Studies have found that for remote employees, it helps to be available through more than one avenue. Remote workers are an anxious lot. Their biggest concern is that because they are out of sight, they are out of mind at work. Alleviate their concerns by showing that you are going to available to them, even when you cannot be physically nearby.Harvard Business Review argues that the best managers customize their mode of communication to each employee Remote employees should always be able to count on their manager to respond to pressing concerns, no matter where they work, Joseph Grenny writes. Successful managers dont just resort to phone or email theyare familiar with video conferencing technologies and a variety of services like Skype, Slack,IM, Adobe Connect, and more. They often tailor their communication style and medium to each employee.