LinkedIn Templates: Hr

Everyone at TalentBee will close laptops today and return to work in January.

I think getting a bit of rest for the whole team after a busy year is crucial.

Everyone is getting a normal full salary from December, and our team fully pays for these days off.

Here are 5 successes and 5 f*cks ups from this year:

✅ Build a brand - it pays off.

✅ Throwing a +300 people's birthday party

✅ 0% customer churn

✅ Giving our team members much responsibility --> It's not easy for them, but they are growing so fast.

✅ Growing our MRR to + 30 000€

❌ Too many development projects at the same time and no focus

❌ Not enough time and focus on sales

❌ Not understanding when my team members needed help and solving the problems for them

❌ Not succeeding in onboarding new people to TalentBee's ways of working in the way I should have

❌ Not talking enough about our vision and mission but focusing too much on the hard numbers

There are a few more hours of work today and then on the holidays.

Enjoy Christmas and Happy New Year 🥰

Being a CEO is quite lonely & hard.

You need to keep up the good spirit with the company.

You need to lead your vision & mission.

You need to lead your people.

And more and more problems typically come up when you grow.

Shoutout to all the CEOs out there!

If no one has said it lately, You are doing great 🥰

Meidän isoin kk-kulu on meidän ihmisten palkat mitkä on 22 750€ kuukaudessa - sivukulujen kanssa noin 30 940€ kuukaudessa.

Meidän ensimmäisen tilikauden liikevaihto oli 446 443€ ja voittoa tehtiin 56 155e ennen veroja. Tänä vuonna ollaan noin 200% kasvussa tästä.

Investointiin firmaan starttaamiseen 15 000€ rahaa.

Nostettiin ensimmäisen kerran 500€ palkkaa per yrittäjä kahden kuukauden yrittäjyyden jälkeen. Elettiin meidän säästöillä ja starttirahalla. Nyt nostetaan jo 3500€ kk palkkaa per yrittäjä.

Meidän jatkuva kk-laskutus on tällä hetkellä 49 520€.

Oon mokannut yrittäjänä:

❌ Ihmisten palkkaamisessa

❌ Meidän ihmisten johtamisessa

❌ Siinä, että oon keskittynyt täysin vääriin asioihin

❌ Siinä, että en oo ymmärtänyt ihmisten erilaisuutta meidän tiimissä

❌ Siinä, että ollaan keskitytty liikaa brändin rakentamiseen ja sitä kautta outbound myynti ei toimi niin hyvin kuin pitäisi

Ja monissa muissa asioissa.

Olisin toivonut, että joku olisi jakanut näitä oppeja kun aloitin itse yrittäjänä.

Monilta mokauksilta olisi vältytty.

Sen takia päätin laittaa pystyyn podcastin: Turha edes yrittää.

Jaan kaiken omalta yrittäjyys matkalta täysin avoimesti.

Jos sua kiinnostaa kuulla lisää yrityksen numeroista niin kuuntele jakso tästä:

https://buff.ly/4ePhuK0

Ps. Jos tykkäsit tästä jaksosta niin laitathan podcastille arvostelun. Arvostaisin sitä suuresti 🥰

Here's a template I use to share our job ads on LinkedIn, and they always go viral with this:

✅ Start with what's in it for the person - always include the salary.

✅ Share precisely what the job is about and the typical week of the person

✅ Share the goals of the role

✅ Share the top 3 things you expect from the person

✅ Share why the person shouldn't join your company

It's not that hard. Just be transparent and share the facts.

Why do they work?

No one is doing it like that, and you start to get comments about how cool it is that you are transparent and share your salary, etc. --> Leading to very high reach and, eventually, you have some great candidates in the pipeline.

Your employer brand has 5 different levels:

✅ Level 1: Negative brand. For some reason, people don't want to join your company. It might be because of the industry you are working or if you have had some bad press around your bad working conditions.

✅ Level 2: No one knows your company.

✅ Level 3: Some people from your target audience know your company name and what you do as a company, but they typically don't have an idea about your culture, what kind of workplace you are etc.

✅ Level 4: You are the preferred working place within your target audience. You can typically see this with getting high-quality inbound applications & when you do outreach, you get some great response rates from people.

✅ Level 5: You are the go-to workplace within your industry. You have raving fans and people who really want to join your company, and even those who are not working at your company are speaking good about you as a workplace. You can even fail on some things, but the brand value is so high that people are willing to forgive and still think you are a great working place.

Your goal should be to get to level 4-5.

However, there is a risk with the level 5.

People might think you are too good working place.

And end up being disappointed when joining your company.

So make sure to speak about the challenging things openly as well and not only focus on the good things.

#ERROR!

Tässä 11 isointa mokaa mitä ollaan tehty TalentBee matkalla.

Aloitin "Turha edes yrittää" -podcastin missä jaan avoimesti mokia, onnistumisia, numeroita ja tein just uuden jakson missä jaan meidän isoimmat mokat.

Tässä 11 asiaa mitä tekisin eri tavalla jos voisin palata takaisin ja aloittaa alusta:

❌ Omat palkkaukset --> Parempi ymmärrys siitä millaisia ihmisiä tarvitaan.

❌ Pohtisin 2 kertaa lähtisinkö puolison kanssa yrittäjäksi - en tekisi tätä uudestaan. Nyt toki opittu jo paljon ja matka jatkuu normaalisti niin yrittäjinä kuin pariskuntana, mutta molemmat oli sitä mieltä, että seuraavaa ei kyllä pistetä yhdessä pystyyn.

❌ Tekisin aktiivista outbound myyntiä enemmän alusta alkaen. Ollaan laitettu paljon paukkuja brändin rakentamiseen. Ehkä jopa liikaa.

❌ Enemmän asiakastutkimusta, jotta ymmärtää mitä asiakkaat tarvitsevat ja miten ollaan erilainen verrattuna kilpailijoihin.

❌ Fokus --> En säntäilisi niin paljoa vaan keskittyisin enemmän.

❌ Ottaisin oman toimiston heti alkuun.

❌ Ylikommunikaatio alusta alkaen

❌ En palkkaisi COO:ta

❌ Coachiaisin meidän porukkaa enemmän myyntiin ja bisnekseen liittyen

❌ Ottaisin vahvempaa roolia meidän asiakastyöstä ja sen kehittymisestä ja miten tehdään asiakastyötä

❌ Näyttäisin enemmän tunteita johtajana ja johtaisin ihmisiä vs asioita / numeroita

Jos aito puhe yrittäjyydestä kiinnostaa niin laita jakso kuunteluun missä avaan näitä kaikkia tarkemmin ja pistä podcast seurantaan tästä:

Here's how much TalentBee's 1-year birthday party cost us last year:

✅ Venue + drinks on the venue for participants - 6000€

✅ Honey farewell gifts for everyone - 1900€

✅ TalentBeers farewell gifts for everyone - 2500€

✅ Cheese burgers - 800€

✅ Band - 1600€

✅ Magician - 1200€

✅ Balloons, candies, snacks, pens, papers, etc. - 500€

✅ Paid advertising to promote the event - 500€

Total being around 15 000€

We had around 300 people joining = 50€ per person.

Additionally, we used around 100 hours of our own time to organize this event.

This picture with my co-founders is my favorite one from the evening! What a journey with these two 🥳

This year, we are organizing our 2-year birthday party and Finland's biggest Talent acquisition meet-up. It will be on 12.9.2024 in Helsinki.

It might be crazy to invest in things like this as an early-stage start-up, but I believe it will be a great investment in the long term.

If you want to join you can sign-up from here: https://buff.ly/4cMj4LF

Ps. Yes, that bee costume was quite hot.

There are 4 key components that talent acquisition teams should focus on:

✅ Recruitments – quite a no-brainer. Working closely with hiring managers and the business to fill the urgent hiring needs. Too many companies stay in this ad-hoc mode all the time, and if you don't focus on the 3 other things, your talent acquisition will most likely be a growth bottleneck for your business.

✅ Building talent pipelines - you should identify what kind of talents you will be hiring in the future. For, if you know that you will hire many salespeople in the upcoming years, you should start building relationships with them, have intro calls, nurture them, etc. The goal is that when you can actually hire, you can hire people who know your company, get them hired faster, and do it cheaper.

✅ Build your employer brand. Imagine this: You decide to change your workplace --> Do you know where you would like to work? If you are like most you do. Brands are essential and more and more companies are choosing companies to work with based on the brand. You should identify your unique selling points and share stories about those selling points through stories and people working in your company.

✅ Development: automation, processes, etc. In order to build a scalable talent acquisition function, you should be focusing on building scalable processes, making sure you have an ATS in place, transparent interview processes, automation to run the boring and manual tasks

If you succeed in all of these 4 stages, you will have a talent acquisition function that makes sure finding the right people won't become a growth bottleneck for your company.