The first step is unlearning. Everything you think you know about recruiting people, it's wrong!

Speaking about attraction and retention sucks if you don't speak about succession. Yes! Succession is not a topic limited to large corporations. Startups need to see themselves as trains instead of destinations. People will be on-board as long as the train is going in the same direction they are. 

And guess what? People will jump out no matter how much you invest in culture or leadership. But it is unlikely to see empty trains, right? The important thing is to ensure that there are always passengers on the train.

So, how can we prepare to have the right people at the right time, at any time?

To prepare and have the right people at the right time, we must adopt a proactive and agile mindset. Here are three key steps:

1. Know our direction: Defining a clear vision of where our business is headed and what skills and competencies we will need in the future. This will help us identify the right people to join us on our train.
2. Build a talent network: Developing positive relationships with outstanding professionals in our industry, even if we don't have an immediate vacancy. Maintaining contacts will allow us to access quality talent when needed, avoiding rushed searches.
3. Promote an attractive culture: Create an appealing work environment focused on the growth and development of people. This will help us motivate the retention of valuable talent and attract new candidates who share our values and vision.

Remember, preparing to have the right people involves anticipating, building relationships, and creating an environment that attracts and supports talent in their career journey. This way, we will be better equipped to face any changes and ensure that there are always valuable individuals on board our team.

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