When it comes to hiring, start-ups are unique. They have very specific recruitment requirements, sometimes complicated by funding issues and a strong emotional attachment from the founder, wanting those key new hires to share the company vision and passion – and rightly so. The first few hires in a new business, particularly in a highly competitive environment like the tech start-up sector, can be the difference between a company that grows and thrives, or one that fails before your idea even gets off the ground.
Taking on employees at the early stages of a tech-startup stage, whether it’s one person or a whole team, will likely change the whole dynamic of your company. Because of the huge impact that new hires can have on startups at this point in the business lifecycle, it’s vital that this is done in the right way with a slick process in place. However, it’s not always as easy as you’d think, and many small organisations and startups could do with far more robust processes to help find, gain and retain talent than they already have. In fact, as high as 90% of tech startups have reported struggling to find the right talent!
Finding the Talent
In recent years, important changes have shaped the recruiting process: the best people are almost never on the market. The expansion of the tech sector, combined with a shortage of qualified tech professionals in a variety of different disciplines means you have to work particularly hard to find and recruit tech specialists for your startup. It’s also hard for startups in certain sectors and locales to compete with the tech giants that can dominate the sector. Companies like Facebook, Google, Microsoft, Apple and more can offer great packages with extensive resources, big cheques and excellent benefits that are often out of reach for smaller organisation. There’s also a certain level of prestige for some professionals at working in these environments, and they are a far more consistent and established bet for employees to take a chance on. This means that start-ups are going to have to develop time-consuming recruitment strategies to find and secure passive candidates from larger organisations.
However, the world of these tech magnates isn’t for everyone, which is where you can start looking for your next hire. Large companies can pigeonhole tech professionals and many don’t like the culture that comes with this kind of company. By creating and implementing a strong recruitment strategy, you can put yourself in the best position to start speaking to and building relationships with these passive candidates who may be considering a smaller organisation to make their mark.
Building your Relationships
In many cases, it may take months or years of relationship building with these candidates to find the right moment when they are open to considering a change. And closing them can take greater selling efforts than in the past due to the intense competition over the good candidates.
A strong brand, team and company culture can be the deciding factor for many tech professionals, so ensuring that your current team are happy and fulfilled in their work is incredibly important if you want to attract new talent. This will turn your staff into ambassadors for your company, meaning that if your team find themselves at industry or networking events, they’ll be extolling your virtues and helping to incentivise other professionals to take an interest in your organisation, laying the groundwork for strong relationships in the future.
Implementing Recruitment Strategies
Implementing a recruitment strategy that genuinely works for your startup can be a time-consuming, laborious process, which is where iResource comes in. iResource takes away the “growing pains” from start-ups, and we do this by implementing a lasting and extremely effective recruitment strategy – tailored to business needs and designed to deliver the important growth you need in those earlier stages. This includes more than just technical skills, we take into account culture, history and experience from both candidates and employers to create matches that work for both parties and help to drive your business forward.
Author: Charlie Crane, IDS Recruitment Consultant
For further information please contact: Elizabeth.email@example.com
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