This article was first shared in Business in Vancouver.
Jeff Duncan – President and CEO, Meetingmax
Like many local software companies, we are based in Vancouver, but our business isn’t. To provide our meetings-industry clients with the service we promise, global experience, or at least a global mindset, is essential.
While it can be cost-prohibitive for smaller companies to hire international candidates, we’ve found that Vancouver’s talent pool offers more than enough diversity. Here are some examples of how we’ve successfully hired global perspectives, locally.
Manu Varma – Vice-president of human resources, Traction on Demand
The Vancouver market is globally competitive, vibrant and dynamic. Talent in Vancouver knows what opportunities are out there. Here are some of our best practices, which have helped us double in head count every year for the past four years.
Michael Checkley – President and CEO, QHR Technologies Inc.
As the next generation of young professionals becomes more vocal about career goals, companies are starting to understand the crucial necessity of hiring great sales talent – and the cost of getting that wrong. Hiring well is the most important thing that a growth company must to do remain agile in B.C.’s economy.
Today, young professionals are searching for careers that have impact – they want to achieve meaningful goals while elevating their personal brand and professional reputation. In B.C., we are faced with a unique working culture, particularly within the technology industry. The “rock star” millennial employees who are in such high demand are looking for more substance in their careers, as opposed to their boomer antecedents who focused more on the job description and salary range.
Companies need to be thinking about how they market both their brand and vision. As social media communities continue to grow within almost every industry, companies have the ability to capitalize on everyone’s desire to be a part of a great story to tell.
For larger companies, this can be slightly more difficult than for smaller businesses. Many corporations that have proven hiring practices often advertise opportunities headlined by flashy titles and alluring wages and overlook what the next generation is looking for in a career.
If B.C. businesses want to attract the best and the brightest, they should look to innovative practices and benefits while defining opportunities that have purpose and impact and, above all, make their employees feel like they are a part of something bigger.
By looking for different perspectives and not rushing to fill a position, you’ll be better able to find the right employee for the long term.