How we hire 100 people in 100 days

It is no secret that companies around the world struggling to find the best talents. The pandemic has created uncertainty in a variety of sectors, and companies that are returning to the office (as well as those in the retail space) are still trying to find the right balance between work from home and office hours. It is a delicate balance that is constantly evolving.

Combine that with the fact that many industries are looking for great hires to fit a specific niche, and you can quickly see why this is a growing problem today. However, it is not all doom and gloom. As the CEO of JumpCrew, we recently celebrated an astonishing growth milestone that culminated in hiring a staggering 100 people in just 100 days amid a labor shortage and pandemic.

How we hire 100 people in 100 days

I wanted to take a moment to share our experience with the process and provide some valuable insight into what it entailed. Then hopefully you’ll be able to apply some of these tips to your own corporate employment process to attract and more importantly retain top talent.

Teamwork is key

If there is a conclusion that you walk away with after reading this, let it be this point here. Teamwork is key. A strong team that believes in the mission of the company and wants to see it grow can be your best asset in finding new hires that blend seamlessly with your existing team.

Happy coworkers want to tell people they respect what they do and where they do it. By trusting your team and empowering them to participate in the process, you will continue to bring in great talent.

Relocate your headquarters to an emerging job market

Whether you’re a startup or startup, it can be a challenge to attract the great talent you need to help you grow. In hot spots like Silicon Valley, Austin or Boston, it’s even more complex, and giants like Google, Meta and Amazon will surely be more attractive options for many.

It is important to remember that fantastic talent is found Everywhere. When we started our company, we were located in New York, we couldn’t compete and everything was very expensive. So five years ago, we used facts and data on hiring and location trends and made the difficult decision to move to Nashville, Tennessee.

It has been worth more than we could have hoped for. Since our move, we have established ourselves in the area, established excellent connections with major companies and have not declined since.

Don’t feed the exaggeration of what everyone else is doing, could do, or wants to do. Instead, take a solid analytical approach to what you think are trends that are here to stay, and if that takes you out of one of the traditional tech hotspots, so be it.

To publish a book

This may seem like you’re stepping out of left field, but if you’re looking to recruit top talent, having a book published can give you an edge over other startups or companies. It can be especially effective if the book deals with a topic related to your field or relevant to what is happening in the market.

For example, our co-founder, David Patcher, recently published a book on remote working and how to build a community around that challenge. Potential talent may be seeking a change from their current position that does not meet the needs of a mutually uplifting work community. Maybe they are fresh out of college and want to make sure they have the support network they need. It could be many things.

By position yourself as an expert in the field, you have the opportunity to showcase your culture and services while standing out to win the war on talent.

Get creative with compensation strategies

The era of extravagant office benefits is over. People don’t come to work for you because you have a ping-pong table. Instead, co-workers want big compensation packages, and those who excel can help secure great talent.

Obviously budget is always a factor, but it really came down to finding a realistic balance while also rewarding new hires in a way that actively encourages teams to achieve their goals. This meant providing performance incentives for new hires within their first few months with us, among other tactics.

During this particular time in the market where manpower, not jobs, is scarce, this is another thing you can do to make your business stand out and differentiate yourself from others.

Prepare yourself and your current team for new hires

Hiring 100 people in 100 days is not an easy task and requires a hands-on approach. For us, that meant moving to a larger office to support our growth and make sure our team felt safe, comfortable, and inspired in our new home.

It also meant using the tips mentioned above to improve our onboarding process and give new hires the tools they needed to be successful. In addition, we developed a new training program that allowed us to adapt to new talents who may have a different or less experienced skill set than the one we normally hire.

By trying something new, we are hiring more people while providing them with great training opportunities to be successful in our organization.

At the end of the day, hiring large numbers of people will never be easy and it can seem overwhelming. There are so many moving parts that it will feel overwhelming at times. But that’s where the tips above come in and hopefully they can help you climb quickly and efficiently. Sure, not everyone will be able to publish a book, but if you have a great deal of knowledge on a specific topic, it’s absolutely something to consider.

By focusing on your current team and listening to what they have to say, you’re already taking the right steps to secure outstanding hires who will be eager to join your team and contribute meaningfully. It will take adaptability, flexibility, and creativity to make this happen, even if it ultimately means moving your operations to an emerging market and not a core market like San Francisco or New York.

Finally, you can tie it all together by offering competitive compensation packages that meet everyone’s needs, regardless of what market you’re in, while providing the necessary training to prepare existing team members and new hires for success. Ultimately, this will help your business reach new heights.

Image credit: provided by the author; Pexels; Thanks!

Robert Henderson

Robert Henderson

Robert Henderson is Co-Founder and CEO of JumpCrew, which partners with B2B companies to accelerate customer acquisition.

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