Hiring a candidate is about so much more than meeting just the required skill set. It is thus not the most straightforward task in the world for hiring managers to steer through a successful hiring process and sift out the best contenders for the job. It becomes even more tricky when a technical position needs to be filled.
The early stages of growth in a startup are most often than not about finding the right people. But when recruiting software developers and scientists, your startup might be competing with larger companies that have better resources.
However, an opportunity awaits, and if done right, there is a lot of potential to create a buzz about joining a young tech company. Capitalise on this and weave it into your recruiting strategy to attract the right talent.
Here are top-notch recruiting Strategies for Startups to Attract Top Tech Talent
1. Craft clear messaging
The market for tech talent is highly competitive, so it’s key you make sure to draft a crisp, compelling and more importantly, a concise job posting that conveys your tech startup’s vision and passion. The idea is to ensure the tech talent you want to attract adapts well to your startup environment.
2. Building a Strong Employer Brand
A major focus for startups should be on building a robust employer brand. That will help potential tech candidates learn about your existence, work culture, benefits, and how joining the company will only benefit their career progression.
3. Fast Track the Hiring Process
India remains the third-largest startup ecosystem, and the demand for the best tech talent in the country is at an all-time high. And when on the lookout for those niche skills, competition is severe and resources are limited. To have an edge, fast-track your hiring process. Use technology and hire the best tech talent, for if you don’t soon, someone else will.
4. Play the Social Media game well
Social hiring proves to be an effective recruitment strategy, and it is essential that your startup looks out for its potential employees where your target audience is. Millennials and Gen-Z love it, and so should you. Use the power of social media. Use visuals and videos to capture attention.
You can connect with your target audience on Facebook and Twitter by using the right set of hashtags, engaging with posts and running a successful hiring campaign.
To optimise your candidate pool, it’s crucial you explore and choose the right job boards. The mainstream ones will allow a higher volume, and the niche ones will provide candidates with a specific technical profile.
5. Empower Your Current Employees
Your current employees are the best brand advocates and ambassadors. Employee referrals work great for startups because they know the technology space you are working in and will network with and refer experts in the relevant fields.
6. Try the remote route
Companies are exploring the idea of hiring remote employees and harnessing global talent. Remote interviews also happen to save time and money. Offline interviews require the interviewee and the interviewer to meet in pre-decided locations, taking more time and money to prepare.
The pandemic has accelerated a digitally mature culture, wherein remote interviews have become more common than ever.
Here are a few innovative tips:
- Create a clear interview objective as per the position. Pointers on their ability to code, their ability to discuss problems with colleagues, and how easy they are to work with are equally important.
- Applicants could send in introductory videos and you can shortlist the candidates for the next round. Remote interviews are a cost-effective and time-efficient alternative to offline discussions.
- It’s a good idea to throw in a couple of ‘brain-benders’. These questions essentially test a candidate’s ability to curate an innovative solution and help you understand their problem-solving skills.
7. Culture is key
The pandemic has shifted what talent today is looking for in future roles. People are looking for meaningful work and thus, want to be in a workplace wherein a growth mindset is encouraged. To build an organisation people want to work in, nurture an inviting culture, and attract talent that is here to stay. Focus on your culture and develop a purpose-driven one.
These days, a great way to attract and retain top talent is to offer techs, especially developers, the possibility to work the way they want to. Find out what they want and look out for ways to align those desires with your business needs. Techies can afford to be picky, so playing to your strengths is essential.
8. Get innovative!
After a candidate has made it through the screening process, it’s an interesting idea to bring them to the workplace. If that’s not possible, thanks to the pandemic, you could also virtually demonstrate what they would be doing each day. Have them sit with their potential team, observe the work being performed, and get feedback on their opinions. This can reduce the chance of a quick turnover.
Your startup should focus on building and maintaining an engaging work environment and creating opportunities for growth and evolution.
A concrete recruitment strategy is the base for hiring the best tech talent. And when you employ suitable candidates aligned with your company’s goals, success is sure to follow!
Also Read: Seven Hiring Strategies to Close Tech Roles Quickly
