Tom Kane joined Virtek in December as VP Global Sales. As an international sales leader with extensive experience in growing and mentoring teams, he was excited to apply his learnings to help Virtek continue to grow and compete on a global level. A few months into the new role, we caught up with Tom to hear about why he joined Virtek, why they are poised for global success and how to scale a sales organization.
Sean Erjavec is the new EVP Sales at Bridgit. As a scale-up sales leader with global experience, he is responsible for building a team to drive revenue growth for this exciting KW start-up. Now 3 months into his new role, we talked to him about why he made the move and his approach to sales leadership.
Recently a friend and local tech exec met with some top engineering students, and learned that as many as 60% had plans to accept jobs with tech companies in Silicon Valley. He asked a very interesting and complex question"What can we do to convince them to stay local and build a career here?"
You’ve figured out employer branding and have defined your ideal team.. But how do you get that message out to your dream candidates. They are not likely looking for a job, and if they are, the recruiting messages of hundreds of other growing tech companies just sounds like noise.How do you craft a message that is actually heard - and where do you tell the story?Step 1: Tell a Great the StoryStorytelling brings your brand to life and allows you to build meaningful relationships with future employees. Here are a couple of tips:Think about your WhoWhat drives your target employees? We know that what really drives engagement and love for a job is Autonomy, Purpose (Why) and Mastery (and here is a great video by Daniel Pink that drives this message home).Talk about the people behind the brand & their passion for impactWhile telling your company’s origin story (similar to a Superhero origin story) highlight the people behind the brand and why this mission is important to them. Share inspiring real life accounts that your future employees will connect with. (Read our blog post on developing a hero story - link)Build your brand personalityCreate a distinct tone of voice across all channels that separates you from your competitors and is easily recognizable. Think about your culture, your team, your workspace - does your tone and voice reflect this? Is it consistent with the what you project to customers?Step 2: Know Where the Story will be HeardDo you know the difference between employment branding and recruiting for a specific role?Recruiting for a role is typically reactive, you focus on tactics to find candidates for a specific profile. Great branding makes recruitment MUCH easier. Branding is about always recruiting - it is the overarching message to the your broad community of future hires. To the people you are targeting AND to those who influence them it says, “YOU WANT TO WORK HERE”To get that message heard, you need to think like your prospective employees. Find them in their natural habitat. Where are the top leaders, sales executives, developers and technical experts working, playing and spending time. What events do they attend? What websites do they frequent? What are they reading? Where do they drink coffee, play games, collaborate with peers on projects?Here are a couple of ideas on how and where to proactively engage prospective hires:
Webinars and meet-ups
Sponsor events relevant to your brand
Industry events and trade-shows
Community and volunteer events
Social media and targeted online communities
So go out there and tell your emotionally engaging, problem solving, impactful origin story! Find your tribe.Read More...
“For a brand to ring true, and have real authenticity to it, it must start from the inside of the company. It must be inextricably linked to the soul - the very DNA - of the company. The company must live and breathe its brand from the inside out.”
When you’re looking for someone to hunt down new customers, land a million dollar partnership, find new investors or land the best executive talent, you need someone special. You need someone who will take up your cause and fight for it - sometimes against fierce competition and in the face of incredible odds. This person must be resourceful, diligent, and fearless.
Many would describe this ideal person as aggressive.
In tech hubs across North America, the success of innovation ecosystems hinge on start-up culture, where ideas and creativity that are free to blossom without the constraints of politics, red tape or inertia that exist within most big companies. And as these small and nimble companies emerge we see that they can disrupt existing markets, offering compelling solutions to customers, and exciting career opportunities for top talent, making it tough for large companies to compete.
I still remember the call. An HR Manager rang me a few years ago to say that her company had a no-headhunting policy. Not only did they refuse to pitch their opportunities to individuals who were already employed, but it was 'against the rules for other companies to speak to their people.' I found this shockingly naive and quite silly! It also came as no surprise that this company was struggling to stay alive in fierce talent market.
When I started in recruitment, companies would train receptionists to block recruiters’ calls, and ensure that Monster and Workopolis were banned from company internet. But these days recruiting messages are everywhere. It is impossible and impractical to block LinkedIn, Twitter, or to halt conference attendance and rendezvous’ with former colleagues and miscellaneous strangers in coffee shops.
If you are losing top talent to the competition, it is logical to want to keep headhunters at bay. But the truth is your people have lives that extend beyond your four walls. In reality, trying to keep your people from connecting with headhunters is like building a fence around your yard to keep the birds in.
Your best employees are probably not out there actively looking for a new job. They are too busy working, and solving problems, and networking on behalf your company. As your people evangelize your business, and get into the community to learn and grow professionally, you benefit – even though it makes them more visible.
The top headhunters have the tools and the networks to find your most talented people – and your brightest stars have free will and are clever enough to entertain a conversation. Your best people are not only talking to headhunters, they are likely helping them! They are learning about your competitors and evaluating the teams, the technologies and the opportunities in the greater market. If you've done a good job providing them with the environment and challenge they desire, all of this could actually benefit your company.
The trick is not to hide your people from the headhunters
You have to make sure that your employees will always choose you even when they know what other options exist – because they just can’t imagine being more fulfilled somewhere else.
If the headhunters are circling, it means that your people are the envy of your competition. Congratulations!
But …if your people are never recruited it is not because you have a great ‘no-headhunting’ policy. It is because you have mediocre talent and maybe you need to deploy some good headhunters of your own.
We are a boutique executive search firm exclusively serving Canada’s Innovation Economy.
Our partners are the inventors, builders and leaders who are changing our world, enriching the lives of their teams, strengthening their communities and delivering valuable innovations to global marketplaces.
"I have worked closely with Kristina for approximately 15 years, reaching out to her whenever we are searching for the hardest to find skills. She understands the industry, she’s smart, she listens to exactly what we need, and she never wastes our time. Kristina, and the Artemis team, deliver time and time again. When we need an external recruiter, I find it hard to work with anyone else!"
Pete Devenyi, VP Global Software