A phrase to say, hard to find good people. As an illustration, according to the Bureau of Labor Statistics reported in 2000, over 190,000 computer programmers and information technology jobs will be necessary. This period is past, but it is still difficult to find talented people in this field, unless you are a big company like Microsoft. But you will find a challenge to recruit and retain talented people, if your company is small and little-known company.
There are three things that become the main focus in this field, namely quality, and your product position in the market, service, environment and compensation.
You will attract technical people, designers, salespeople and people who support this business, if you can bring the latest technology and perceived quality. The people who work in the field of technology are always interested in developing something new, besides that they need to improve skills.
As for the senior sales, strong products means big commissions, and their egos are fulfilled by being the best. And the supporters also know that products with good quality will facilitate the work of all people, and allow them to get the incentives. For all people, good products will generate profits, enabling reinvestment, provide adventure and challenge to your technical people, and quality products for the sale of your marketing team.
But what happens if your product is not current, or the quality of your product is mediocre? Many things must you do to fix this situation. Starting with attracting skilled technicians, finding a strong market for your product marketing, and you also need to update and improve the performance of your company.
And you have to concentrate hard on two other factors, if you want to survive.
Environmental factors, corporate culture, work colleagues, your management team attitude, and your physical environment are important things to find and retain talented people you.
Corporate culture as a smaller company. This area is very interesting and challenging to get people to come to work. Although there are few layers of bureaucracy in it. Teamwork where there is commitment, and success is a shared achievement, it will attract other professionals to join in it.
Intelligent and talented staff will attract talented people and other intelligent. Furthermore, we will create an atmosphere of equality, where there is mutual respect, with the company policy that is open, and keep the troops always get the information.
There are many things you can do to retain your staff, for example with a training plan, career path, and the presence of a professional conference. Another thing that seems trivial but important is the dress code, flextime, telecommuting, and office walls.
Next is the issue of compensation. No matter how much you can pay, your competitors could pay more. So in the level of salary, you should at least close to market average.
Pay for each performance, give a slightly higher compensation to avoid wage inflation. You can design a bonus system to allow you to pay people to large production.
Equity, stock grants and stock as phatom equity is a great way for small companies to attract the attention of people at all levels. Plus a small company to provide capital without the usual waiting period needed by the larger public companies. Include all foreclosure clause in case the early termination.
You do not have to arrange all the items above. But you should be able to provide a systematic challenge to your employees be the best, have the opportunity to learn, freedom to be creative, incentive to perform and produce, a sense of ownership, and in a professional respect. The things is what will make the brilliant staff join and stay in your company.