In a tight labor market, how should clean economy companies acquire talent? I recently interviewed Paige Carratturo, the San Francisco-based co-founder of “talent venture” company Sea-Change. Paige’s firm provides broad talent acquisition services to investors, their portfolio companies, and several Fortune 500 companies.
If anyone has timely advice on how to address this prevalent issue, it’s Paige. I tapped Paige’s expertise in recruitment and building multi-skill set teams. Here are the B3Ps (Big 3 Points):
14:55 – To stay current on the talent pool, a leader needs to be regularly talking to potential candidates. Communicate with your team regularly about market conditions, spend time with your customers, and attend industry events. Don’t be afraid to lean on recruiters to get a detailed understanding of the talent market that comes from speaking with candidates daily.
16:50 - The ‘cool’ factor isn’t enough to draw in cleantech talent anymore. Top talent most values a healthy work culture, the flexibility to follow their passion at work and be able to affect huge issues like climate change, and strong company missions that align with their values.
18:50 - To be a successful recruiter, communicate with your candidates as you would a customer - transparency and clarity about the interview process makes candidates feel prioritized. Each person at your company who talks to a candidate should have a different goal for the conversation to ultimately make a hire based on data, not just gut feelings.