Branding can Impact Hiring and Retention (Part 3)

Branding can Impact Hiring and Retention (Part 3)

Hiring an engineer for your Managed Service Practice (MSP) can be extremely difficult and the fact is that branding can impact hiring and retention.  Hiring and retaining talent is important for any business; but for MSPs, it is something that can oftentimes make or break an operation.  In this series, we will go over some ways that Managed Service Providers (MSPs) can develop effective hiring processes to ensure they get the best person for the job and how they can, retain team members.

Branding can impact hiring and retention for Managed Service Providers (MSPs). That’s a #Fact.  In Part 2, we provided some insight into the 5 areas of importance that candidates will consider when thinking about your organization as a place of employment.  

Once you’ve polished your organization’s respective areas of consideration, the next step is to begin developing a process for hiring and potentially on-boarding employees.

Branding's Impact on Hiring and Retaining Talent 

In this series, we aim to explore how branding can effect your ability to hire and retain talent[/caption]


One of the first to consider is what positions you would need to hire for initially.  After realizing what positions you would need to fill; the next step would be to write a job description.  Sounds crazy, right?

We know… We hear that a lot, especially since you know what you are looking for; however, it is important to write a formal job description for each respective position you would like to occupy with someone skilled.  

When creating the job description it is important to list the responsibilities, qualifications and requirements for the position.  What is even more important to remember when creating the job description is NOT to list requirements that cover age, gender, race, etc.  Once the job description has been created, the next step would be to understand what you would be looking for when you are reviewing resumes for each potential position.  

Once the description has been created, you will need to develop processes unique to your organization that will allow you to do the following as quickly and efficiently as possible:

  • Critically review a resume

  • Implement compliant interviewing procedures

  • Conduct a screening (if necessary)

  • Verifying documentation

When developing any of the above items it is very important to consider how you can represent your brand and highlight your organization’s culture to the candidates.  During the interview process, consider questions that will allow you to see if the candidate will fit into your organization’s brand or what they know about it for that matter.  Some organization’s have opted to have a multi-step interview process that allows for individual interviews catered to either a technical or culture focus.

Once the hurdles have been jumped and a selection finally made, the next important and probably one of the most important steps is to successfully on board the new employee.  

If you or your organization needs any assistance with reviewing how your brand is perceived internally and by potential candidates, or your are interested in what how you can ensure your organization is able to consistently attract top talent, then let’s chat.  We’d be happy to have a conversation with you about that. .