Alex Lennon’s Post

Decoding Success: Strategies to Attract Top Tech Talent in a Competitive Market In today's hyper-competitive tech landscape, recruiting top talent is both an art and a science. To stay ahead of the curve, companies must employ innovative strategies that resonate with skilled professionals and set themselves apart from the competition. Here's how you can crack the code and attract the best tech talent to your team: 🌟 1. Craft Compelling Job Descriptions: Start by creating job descriptions that are not only informative but also engaging. Highlight the unique opportunities and challenges of the role, and emphasize the impact that the candidate can make within your organization. Use language that speaks to tech professionals' aspirations and desires for growth and innovation. 💼 2. Showcase Your Culture: Tech talent is not just looking for a job; they're seeking a workplace culture that aligns with their values and fosters creativity and collaboration. Showcase your company culture through authentic storytelling, employee testimonials, and behind-the-scenes glimpses into your work environment. Demonstrate your commitment to diversity, inclusion, and employee development initiatives. 🚀 3. Leverage Employer Branding: Invest in building a strong employer brand that resonates with tech talent. Utilize social media platforms, company blogs, and industry events to showcase your company's values, achievements, and thought leadership. Engage with potential candidates on platforms like LinkedIn and GitHub, and cultivate a reputation as an employer of choice within the tech community. 🎯 4. Offer Competitive Compensation and Benefits: In a competitive market, attractive compensation packages are essential for attracting top talent. Research industry benchmarks and adjust your salary and benefits offerings accordingly. Consider additional perks such as flexible work arrangements, professional development opportunities, and wellness programs to sweeten the deal. 🔍 5. Tap into Passive Talent Pools: Don't limit your search to active job seekers; tap into passive talent pools to uncover hidden gems. Utilize tools like LinkedIn Recruiter and GitHub to identify and engage with tech professionals who may not be actively looking for new opportunities. Build relationships over time, and position your company as an employer of choice when they're ready to make a move. By implementing these strategies, you can position your company as an employer of choice for top tech talent and gain a competitive edge in the market. Ready to crack the code and build a world-class tech team? Contact [email protected] to learn how we can help you attract, recruit, and retain the best talent in the industry. Let's unlock your company's full potential together. #BusinessGrowth #CornerstoneSearch #RichRosen #SalesTalent #VC #Venturecapital #SaaS #Software #VpSales #COO, #CRO #Talentacquisition #HR

Hi Founders, If you want to Attract Top-Notch Talent to Your Startup (Online)?— encourage your HR team to build a Personal Brand on LinkedIn As a founder, building a strong team is key to scaling But in today’s competitive market, attracting the right talent is tough. Here’s how a Personal Brand helps HR bring in quality hires: — 1️⃣ Builds Trust with Candidates When your HR team posts insights about: Company culture Their hiring philosophy Or what makes your startup unique Candidates start to see your team as real people, not just another job listing. Trust translates to better More enthusiastic applicants! 2️⃣ Showcases Company Culture Authentically Candidates don’t want generic statements— They want to see behind the curtain. Regular, authentic posts from HR give them a genuine feel of the day-to-day vibe at your startup. 3️⃣ Expands Reach Beyond Job Boards A strong personal brand means a broader network and a larger pool of passive talent. An active LinkedIn presence allows your HR team To reach those: who aren’t actively looking but could be the perfect fit. 4️⃣ Attracts High-Caliber, Like-Minded Talent Top talent follows thought leaders, especially in the HR and startup space. When your HR team is seen as a thought leader They’ll naturally attract high-caliber candidates who share your startup’s values. — So, if you want to Attract Top-notch talent with ease Encourage and Help your HR team build their presence on LinkedIn. It’s simple It’s effective And it brings in Great candidates. It’s time to put the spotlight on your HR team’s LinkedIn presence. 💼 — #Hiring #Hr #TalentAcquisition #Startup

How Founders Can Truly Connect with Talents in 2024 Attracting top talent is crucial for startups and established companies alike. Here are 3 key strategies to help founders build genuine connections with potential hires: 🎯 Authenticity is Key: Be transparent about your company culture, mission, and values. Share real stories and experiences to give candidates a glimpse into what it's like to work at your organisation. 🎯 Leverage Social Media: Use platforms like LinkedIn, Instagram, and Twitter to showcase your company's culture, team, and accomplishments. Engage with potential candidates by responding to comments and messages. 🎯 Prioritise Employee Experience: A positive employee experience is essential for attracting and retaining top talent. Invest in employee development, offer competitive benefits, and create a supportive work environment. Remember, building strong connections with talent is about more than just hiring. It's about creating a lasting impression and fostering a positive relationship. #startup #talent #hiring #jobsearch #companyculture #authenticity #socialmedia #employeeexperience #hiring #founders #recruiting #talents #leaders #recruitment #career

At The Social C-Suite we love CHROs and Chief People Officers who are doing an amazing job on social media. That’s why we regularly feature a #SocialCHRO of the Month, and in May it’s Paul Whitney, CHRO of Sysdig! Very active on LinkedIn, Paul shares a real variety of content for his community. As Sysdig is a leading enterprise cloud security provider, it’s perhaps not surprising that much of Paul’s output is about the company’s technology. What is surprising (and refreshing) to us is the fact that, as CHRO, he talks about the technology at all. But it makes sense if you think about it. As head of HR, part of Paul’s role is attracting the right talent – including engineers. What better way to do that than to talk about the company’s innovative research and technology? If the Head of HR is tech-savvy, you can bet that the rest of the leadership is too. A great draw. And it’s not just social media where Paul is active. He’s also a regular contributor to articles and often appears as a podcast guest. Here’s a quote from a recent article in Forbes that we particularly like: “For new hires, building confidence is pretty critical and I believe is strongly correlated to future success. Creating multiple opportunities or the new hire to learn how things are done, setting early assignments with a high probability of success along with an after-action review for each one and finding ways for the new hire to build their network are all approaches I found to be impactful.” This is why Paul truly is a social leader: he uses social media and other online channels to share his expertise, and by extension Sysdig’s, to potential hires. Well done Paul for being our Social CHRO for May! #SocialCSuite #HumanResources #CHRO #PeopleManagement #CloudSecurity

🔍 The tech world is evolving faster than ever. So how do you keep up and attract top talent? Picture this: A small startup struggling to find the right developers. They were losing hope until they decided to rethink their approach. First, they embraced the latest tech recruitment trends. → They automated their screening process. → This saved countless hours and reduced human error. Next, they began building their employer brand. → They shared employee success stories. → They showcased their vibrant company culture on social media. Then, they offered flexible work options. → Remote work became a staple. → This attracted candidates who valued worklife balance. They didn’t stop there. → They hosted webinars and tech meetups. → They created a thriving community of tech enthusiasts. And guess what? They started seeing a flood of quality applicants. But it wasn't just about the numbers. It was about finding the right fit. → They invested in upskilling programs. → They showed they were committed to employee growth. Their interview process was also streamlined. → No more endless rounds of interviews. → They made quick, datadriven decisions. And they focused on diversity and inclusion. → Their team became more innovative and dynamic. In just a few months, they went from struggling to thriving. All because they adapted to the rapid development of technology. So, what’s stopping you? Change your approach and see the magic happen. What’s one strategy you'll implement today? Comment below and let’s inspire each other!

We all know the struggle of hiring for start ups after securing Series A funding. Here is a short list of the best platforms that help you reach a broad pool of qualified candidates: Wellfound - https://wellfound.com/ Connects startups with professionals interested in entrepreneurial environments, offering job postings and direct applications from startup-focused talent. LinkedIn Talent Solutions - https://lnkd.in/eG45WTHU Provides access to a vast professional network for job postings, direct outreach, and employer branding. Blind - https://www.teamblind.com/ An anonymous professional community where employees discuss workplace topics. Startups can engage with potential candidates and gain insights into industry trends. Having a top-notch recruiting partner with a large network of high end candidates also helps of course :) Are you using any of these tools and how is that going so far?

𝟏𝟓.𝟎𝟎𝟎 𝐒𝐭𝐫𝐨𝐧𝐠! 𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐚 𝐆𝐥𝐨𝐛𝐚𝐥 𝐓𝐞𝐜𝐡 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐭𝐲 𝐨𝐧 𝐋𝐢𝐧𝐤𝐞𝐝𝐈𝐧 = ✅ We’ve just reached 15,000 followers on LinkedIn! While collecting followers isn’t our primary focus, it’s a great reminder of the impact we’re making. 𝙾𝚞𝚛 𝚖𝚒𝚜𝚜𝚒𝚘𝚗: ✔ Helping talented, ambitious individuals secure job offers from European employers and unlock their full potential. ✔ Supporting companies in becoming the top choice for global tech talent. @Global Tech Talents, sign up here: ▶ joinimagine.com @Employers of Choice, reach out! #15kStrong #Imagine #talentwithoutborders #employerofchoice #joinimagine

Have you just started a business and are struggling with hiring? 🤔 For many new startups, finding and retaining the right talent can be a daunting task. With less recognition and limited resources, attracting skilled team members requires creativity and strategic thinking. Here are some common challenges that startups face in talent acquisition. Here’s what makes it challenging: ➡️Limited Budgets: Unlike well-established companies, startups often cannot match the salary levels that attract top-tier talent. ➡️Lower Brand Visibility: Without the recognition of larger corporations, it’s harder to capture the interest of qualified candidates. ➡️Higher Perceived Risk: The startup environment, known for its volatility, may deter individuals looking for stable, long-term employment. ✅ Offer Equity and Performance Incentives: While you may not be able to compete with large companies on salary, offering stock options or performance-based bonuses can attract candidates who are willing to invest their efforts in return for potentially greater rewards. ✅ Build an Employer Brand: Develop a strong employer brand that resonates with your target workforce. Utilize social media, your company website, and professional networks to showcase your startup’s culture, mission, and vision. ✅ Focus on Career Development: Attract ambitious talent by highlighting the rapid career progression and learning opportunities unique to startups. Show how joining your team can accelerate their professional development. ✅ Create a Positive Candidate Experience: Ensure that every interaction with potential hires is positive and engaging. Streamline your application process, maintain clear communication, and provide feedback to candidates, regardless of the outcome. ✅ Foster a Community, Not Just a Workplace: Encourage a sense of community within your startup. Organize team-building activities and informal meetups that help strengthen relationships and improve employee retention. ✅ Implement Flexible Work Arrangements: Offer flexible work schedules and remote work options. These are highly attractive perks that can set your startup apart from more traditional businesses. This approach essentially inverts the traditional recruitment process. Instead of job seekers applying for roles, companies on Hire Tech Talent actively reach out to candidates based on their profiles and skills. This model allows for quicker connections between companies and potential employees, reducing the typical hiring time to about 25 days. #HireTechTalent #TalentSourcing

So the government funded SPH can't afford to compete from a tech perspective so their answer is to lay off the tech people!! 😲🙄🤦♂️🤣 "SPH Media has laid off 34 employees from its technology division amid a restructuring exercise. "The layoff has affected about 10 percent of its tech employees, and comes on the back of an "urgent and aggressive" tech ramp-up previously. But the ramp-up is no longer at a level that the company can afford to sustain beyond 2024, Loh said.😲🤦♂️🤣 Expenditure on technology currently accounts for nearly one-fifth of SPH's annual costs. “Going forward, our focus will be to steady the ship as we transit towards a more sustainable level of Tech operations and expenditure,” she added."🤣 So they're basically giving up? Managing decline? Why is only 20% of SPH's costs digital? Surely it should be more? Time to get rid of some of the overpaid presenters, sell a few buildings and focus on tech more, not less. They should keep these 34 tech people being let go and let go and some of these over paid execs instead. The future is tech not corporate suits. Maybe less expensive lunches and company cars? Also where is SPH's social media strategy? Have you ever seen any post come up on your feed on LinkedIn from either SPH's main brands, the Straits Times or the Business Times? Nope, me neither. See screen grab for 2 of today's posts on their LinkedIn page with 78k followers both getting ZERO engagement! 😲🤦♂️ Not even a like from the journalists who actually work at the BT!!!! Same for the Straits Times who have 160k followers here on LinkedIn and most of their posts get no comments and only a few likes!🤦♂️😲 LinkedIn is free! Their content already exists! So how can't they share their content on LinkedIn and get any engagement? I get more engagement by sharing their content on my feed than they do and I'm not owned, run and paid for by the government!! So they could really prioritise amplification through social media and follow the strategy of The Guardian, which I pay for, and get people so passionate that they voluntarily pay for it or The FT, which I pay for, which has compelling and unique content. I don't pay for the BT or ST because their content is not worth it. Their content is so bad that not even the journalists and execs who work for and are PAID by SPH bother to share any content or even like or comment on any content that is shared by SPH!!!🤣🤦♂️🙄 That's their problem What do you think? If you are a job seeker we can help you enhance your personal brand on LinkedIn to help you find a new role, our low cost and highly recommended service details are here on this LinkedIn SmartLink: https://lnkd.in/dqWRi6EZ Link to the story here: https://lnkd.in/gEDvSU7S

The Talent Acquisition Paradox: Are We Our Own Worst Enemy? In our quest to attract top tech talent, have we inadvertently created a self-defeating cycle? Let's ponder this for a moment. We've all seen the trends: AI-powered recruiting, culture-first hiring, remote-work luring. But as these methods become ubiquitous, are they losing their effectiveness? More importantly, are we unknowingly pushing away the very talent we're trying to attract? Consider this: 1. The Novelty Trap: Remember when "unlimited PTO" was a game-changer? Now it's just noise. Are we so focused on the next big perk that we're forgetting what truly motivates top talent? 2. The Bombardment Effect: When every profile update triggers an avalanche of recruiting messages, do we risk turning LinkedIn into a ghost town of outdated profiles? 3. The Authenticity Deficit: In our rush to appear cutting-edge, are we sacrificing genuine connections for automated outreach? 4. The Skills vs. Culture Conundrum: Are we so fixated on technical skills that we're overlooking the value of curiosity, adaptability, and vision? 5. The AI Balancing Act: How do we leverage AI in recruitment without losing the human touch that often seals the deal? These aren't just rhetorical questions. They're challenges we all face in the tech industry. And they demand innovative solutions. What if, instead of chasing trends, we focused on creating environments where innovation thrives organically? What if we prioritized meaningful projects over perks? What if we saw candidates not as resources to be acquired, but as potential partners in building the future? The next revolution in talent acquisition won't come from a new AI tool or a fancier office space. It'll come from a fundamental shift in how we view and value human potential. So, here's a thought to leave you with: In your quest to build the next generation of cloud apps, are you also building the next generation of tech leaders? And if not, what's holding you back? Let's start a conversation. Not about jobs or perks, but about the future we want to create in tech. Because the most valuable talent isn't looking for a job – they're looking for a vision to believe in. What's yours?