I often speak with founders and hiring managers who worry they will lose out on great people because their company is not yet well known. It is a common concern, but you do not need a global brand to hire the best people in the market. In my experience, candidates are often more interested in the specific work they will do and the people they will work with than the logo on their Linked-In Profile.
If you want to compete with the big firms, you can do so by creating a hiring process that is personal, transparent, and efficient. Here is how I help my clients stand out to high-quality candidates.
1. Create a comprehensive briefing pack
A standard job description is rarely enough to get someone excited. I recommend creating a detailed briefing pack specific to the business and the team. This should go beyond a list of tasks. Include information on:
- The specific projects the person will lead in their first six months.
- The team structure and who they will report to.
- The tools and technology they will use daily.
- A clear map of the interview process so they know exactly what to expect.
When I share a pack like this with a candidate, it shows them that you are organised and serious about this hire.
2. Give your recruiter the full story
When you give me a brief for a new role, I need to feel the excitement behind the project. If you can, send me a short, one-minute video or a direct quote from the line manager. Hearing a founder or manager talk about why the role exists and what they hope the new hire will achieve is a powerful tool. It allows me to represent your business with genuine enthusiasm and helps candidates visualise working for you.
3. Design an inclusive and efficient interview process
Long, drawn-out hiring processes are the quickest way to lose talent. I suggest a process with two or three stages at most. This is enough time to assess skills while keeping the momentum high.
During these stages, let the candidate meet multiple people from the business. This gives them a better sense of the culture than any brochure could. I also suggest asking every candidate if they have any specific requirements for the interview. Whether they need a quiet space or have specific accessibility needs, asking this question early shows that you are an inclusive employer.
4. Honesty is the best policy
Transparency builds trust. If there are aspects of the role that might be seen as a challenge, explain them early in the process. For example, if the role requires five days a week in the office, state this in the briefing pack and explain why. You might require everyone in the office to help with hands-on training or to foster faster collaboration during a growth phase.
When you explain the reasoning behind your policies, candidates are much more likely to respect them. It is better to find someone who is happy with your specific way of working than to have someone join and leave three months later because they felt misled.
5. Focus on the candidate experience
Every interaction a candidate has with you is a reflection of what it is like to work at your company. Signpost every step of the way. If you say you will give feedback by Thursday, make sure you do. Small details, like providing a clear agenda for an interview or introducing them to the team they will sit with, make a lasting impression.
By being specific, honest, and organised, you can build a team that is just as talented as any large firm.
If you’d like to discuss this further, I can be reached on george@vertical-advantage.com.
