Despite the growing number of startups, most of the Founders and Co-Founders I speak with in this region are still concerned about attracting the right talent. This is especially true for early-stage startups that are trying to establish themselves and don't have the same kind of brand recognition that larger, more established companies have. The most common concerns I hear are: How can I find talented people who are also a good fit for my company culture? How can I stand out to potential candidates when there are so many other startups competing for talent? What are some creative ways to attract top talent? Below are 3 things I've observed startups at different stages do to attract top talent: 1. Be clear about company culture and values. Top talent wants to work for a company that has a strong employer brand and clear values. Candidates will be interested in learning about your company culture and how it affects day-to-day life at the company 2. Offer competitive compensation and benefits. This includes not only salaries and bonuses, but also things like equity and ownership stake in the company and flexible work arrangements 3. Create a positive and supportive work environment. This will help to retain the talent that you do have and attract new talent. Thoughts? It would be interesting to learn how others go about attracting (and retaining) top talent. #FinTech #Stratups #UAE #AttractingTalent #TopTalent #TalentManagement #peopleandculture
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10moCompanies need to also consider the impact of mobilizing talent with families. Generally the spouse/partner will need to leave their role in the home country to relocate with their partner, which has a negative financial impact on total income. Companies need to reconsider their Talent Attraction Attraction strategy to support partners/spouses as part of their relocation package. We offer Spousal Career Transition support to organizations, which they can provide as an additional benefit to attract talent. For more information please get in touch with [email protected].