For many small and medium sized businesses, recruitment is something that is not an expertise neither is it something you want to spend time on. However, it is very important to take the time to recruit well and attract a-players to your team. In this article, we will go over the different ways to recruit and why these are killing talent within small and medium sized businesses.

 

A-Player Attraction

A-players are in general the top 10% of their profession. For similar salaries, these employees are more committed to their jobs, shine in what they do and simply love their work. An a-player doesn’t need management, they need goals, purpose and vision.

Many companies like Google go all the way for attracting these people in creative and viral ways. In 2004, Google placed a billboard (see below) with a code that was the domain of a website.

When someone would solve this puzzle, and entered the website ‘www.7427466391.com’ , a new puzzle would appear. When the puzzle would be completed the following message would appear:


“Nice work. Well done. Mazel tov. You’ve made it to Google Labs and we’re glad you’re here. One thing we learned while building Google is that it’s easier to find what you’re looking for if it comes looking for you. What we’re looking for are the best engineers in the world. And here you are.”

 

Google attracts their a-player by providing a barrier that would be overcome only by people who like to solve these riddles. Google did not mention themselves on the billboard, but only the puzzle. An a-player loves to solve these riddles and would end up at Google while their expertise is verified through the other puzzle on the website.

The Cost of Recruitment Done by Yourself

These campaigns like the one from Google can be an expensive way of recruitment and needs expertise, attention and creativity. Not all business have this and therefore some apply alternatives for finding their right fit. In the article ‘The Price of Social Media Recruitment’, the high costs of recruiting yourself through social media are identified. With LinkedIn products tipping the 1,200 dollars for a ‘Lite’ version and Facebook requiring many hours of the development of a company culture image, social media is by far not a cheap option of recruitment. Besides, doing it yourself through social media doesn’t guarantee success.

 

Recruiting agencies require you to pay a fee. However, the most of them apply ‘no cure, no pay’. Based upon your criteria, they will headhunt your stars. The recruitment industry however does vary a lot in prices. The prices usually depend on the number of people you are hiring, the type of position, the salary for the position, how involved the agency will be and the kind of fee you decide upon. In most cases, these fees are percentage fees. This is a percentage of the yearly salary of the employee that is brought into the client’s company, with the majority being in between 15% and 25%. In the US, the average in 2014 was 21%! These are all per employee. These amounts are for the most small and medium sized businesses a reason to do recruitment by themselves, which costs them less money, but doesn’t give them the star-players they need due to a lack of expertise in recruitment.

 

How Nimble Headhunts Your A-Player

At Nimble, we do things differently. With a fee ranging between 150 and 200 dollars per intern, we select multiple candidates for you. Within our network and inbound marketing strategy of headhunting talents, we have students that are looking for an internship that saves you time, money and potentially provides you a star player. Their soft skills and hobbies is something we value and how we identify the right candidate for your company. For more information about our services, please download our brochure below. For more information about interns, read our article ‘What Is an Internship and How Can You Benefit from An Intern?’.

 

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