How to get the very best people for your company

If you think about it… why is it that some companies are able to attract the very best talent and people are eager to work with them? And this is not only about Google or any other big tech company in the valley. I’m talking about small companies that get the very best people.
It’s not about the personality of the person running the interview, it’s not about the salary (you’ve got to pay well though), and it’s not about having free coffee and snacks. It’s about the company’s culture and its purpose to be on business.
Yeah, yeah… I’ve heard that a thousand times, you might be thinking… But then, why is it most companies struggle to get great people?
Companies that get talent have a mission, a purpose that allows their existence.
And I’m not talking about writing down a mission for your about page. That doesn’t work unless you truly believe in it.
People have a well-developed BS detector and they can smell a lie from a mile away.
So, how do you attract talent for your company?

  1. Have a purpose. Not a fake one. Stand for something and fight for it. You don’t have to save the world, but the people that work in your company need a sense that what they’re doing is valuable, and that they’re making change happen. Again, you can’t fake it, you’ve got to believe it… Live it!

  2. Talented people only go to talented environments. If they don’t… they get frustrated. The main reason most talented people quit their jobs (besides facts like salaries and benefits) is because they feel frustrated. Reasons? Lack of meaningful work and peers that don’t follow their rhythm. And that comes from employees, and from the boss herself. As Derek Sivers says: “the standard pace is for chumps”. If you want talented people start by providing the sort of environment they seek, even if that means changing yourself. Level up your standard.

  3. Exclude people from your club. After you’ve successfully accomplished points 1 and 2, you’ve got to make clear who you’re seeking for your company. And that means saying who should contact you and who shouldn’t. I’m not saying to classify people by their résumés. Seek for people that share your vision and eagerly want to work in that environment.

There’s no shortcut, it takes time to be the sort of company people would fight to get in. But it’s a choice. Your choice.
Now it’s up to you.