Hiring the Right People in an Entrepreneurial Organization

Undoubtedly, a strong job candidate must conduct thorough research on your Entrepreneurial Organization as part of the hiring process. They should know your core values, core focus, target market, and anything else that will show their eagerness during their interview. 

That initiative and preparedness is considered an indicator of a good prospective new hire. The truth is that takes a lot of work, time, and effort on the part of the candidate. When good candidates are evaluating possible employers, you want to make it easy for them to consider your company. 

More and more companies are now providing candidates with a “cheat sheet” or one-pager on everything they should know about the business because they believe it will help put the “right people” in the “right seats” and make the interviewing process better for both parties. These companies believe it should be the business’s responsibility to share that company information with prospective employees, rather than forcing candidates to dig for it. Here’s why.

One Source of Truth 

The internet is a Wild West of information. Details can become outdated, and some sources are just plain wrong. And yes, for job candidates researching companies, some sites are more legitimate (LinkedIn, Indeed, etc.). But wouldn’t you rather have your applicants see the right information away?

You shouldn’t have any confusion on the part of candidates about the benefits you offer or the values that serve as the foundation of our business. You should strive to make sure that your candidates have all the correct information in their hands. That way, they can make more informed decisions about whether there is a mutual fit. 

Saving Time and Money 

The average hiring process can take over 30 days – that’s time your HR or people team could spend on all their other responsibilities. Most hiring timelines are much, much longer. Minimizing your applicant pool early saves time (and money). 

Sharing your company information with applicants allows them to see if you mutually align on important details. Do you both place the same importance on your Core Values? Are they looking to join a company that’s growing or one that’s more established? Are you offering the types of benefits they’re looking for?

Your company info answers their questions before they need to be asked. And while most will probably want to proceed with the hiring process, some won’t. And that’s OK – not everyone will be the perfect fit for your business. But it’s better that they bow out early than waste everyone’s time with an interview that won’t go anywhere.

Establishing Connection Early 

Arguably, the most important reason to share your company information early is to start building a connection with your next employee. You’re not just delivering cold, hard facts – you’re introducing your company culture in a way that’s easily digestible and presents you in a good light. 

In a way, sharing this information with candidates is like trying to make a good first impression. It’s their first real interaction with your company, and you want to start strong. Especially considering that among your candidates is the best person to join your team – and you don’t want to lose them to another business, especially a competitor. 

Try adding links to introductory videos from your leadership and people team to your interview packet. You don’t want to be words on a page – you want your job candidates to see the people behind the scenes leading you through the highs and lows of growing a business.

The hiring process is already tough enough for any business, and finding the right people to join your team can seem daunting. But by sharing your company information, you’re presenting a single source of truth that saves time for yourself and your candidates while building your first connection with your next new hire.