Hiring top talent for a startup is often challenging. And thanks to the tech-talent crunch, the competition for elite tech talent has never been fiercer than now. As a result, even organisations that aren’t technically oriented are chasing IT, coding, data science, and engineering pros to up their technology game.
Especially in their early phases, it is critical for startups to hire high-performing, inventive, and productive techies. So how can you, as a tech startup, compete with the big giants while also attracting top tech talent in this strained hiring landscape?
How to Attract the Right Pool of Tech Talents?
Startups are typically new businesses just getting their feet wet in the market, and their limited financial resources make their position even more vulnerable. Furthermore, hiring software engineers, for instance, could face challenges for the following reasons:
- Many engineers will only choose a job that engages their specialist knowledge.
- Many engineers have ultra-specific views about the company they want to work for.
- They will examine the company’s and its products’ reputations before applying.
- They are very well compensated — the typical compensation for software engineers is ₹566971 p.a., with senior positions paying more.
- They are in great demand — millions of technical positions will go unfilled due to a lack of skilled college graduates.
Hence, hiring someone who does not share the startup’s values, aims, or mission could be detrimental to the company’s future success. Here are seven strategies for acquiring top tech talent that can set your tech startup apart from the competition and help attract the right candidate:
1. Developing a Great Company Culture
First things first – many candidates change jobs for better company culture. As a result, creating a strong company culture is critical to your brand reputation. So, naturally, it aids in the retention of current employees and aids in recruiting top talent.
You must establish a stimulating working atmosphere for your employees. It’s not just about working hard, but also about working efficiently. A lack of efficiency can demotivate employees.
2. Treating Candidates like Clients
Treat all of your candidates with due respect. Maintain constant contact with them, keep them up to date, and don’t abandon them in the hiring process. Also, avoid bombarding them with an overly tricky job application procedure.
Avoid requiring job applicants to fill out numerous forms, prerequisites, and questions during the application process. Put an ‘Apply’ button on your career website or social media networks, so they can send resumes and cover letters.
3. Support Remote Work
Gartner, a research and consultancy group, estimates that by the end of 2021, nearly 51% of all knowledge workers worldwide will be working remotely. Digitisation is going mainstream. As a result, don’t let geography stand in the way of your IT hiring; the entire world can be your hiring ground now.
And, thanks to advances in communication and virtual technology, leading a remote team has never been easier. Finally, the remote work option offers more freedom for the candidates, which is advantageous to them and the company.
4. Use your Employee’s Network
Networking is the most effective approach to finding talent. You don’t simply utilise networking to get new clients; you also use it to discover new applicants.
Referrals should be your first port of call. Word of mouth is the cheapest and most successful approach to securing talent. As a result, you should always strive to promote favourable word-of-mouth about your company and team. By developing a rewarding referral program, you can encourage employees to go out to their networks for you.
This strategy also has various advantages, such as – before moving on to the next level:
- Your colleagues can filter out the prospects.
- It increases the candidate’s confidence in the employment offer
- Because the prospective candidates are familiar with your coworkers, they may be able to work effectively together.
5. Offer Outstanding Employee Benefits and Perks
It’s not all about the money, especially among millennials and their younger counterparts, generation Z. According to a LinkedIn report (PDF), over 54% of IT specialists leave their firms due to lack of career advancement. Therefore, they will obviously value employee perks that address these issues. Here are two examples:
- Work-from-home budget– Set aside money for employees to purchase a standing desk, a better computer screen, or a more comfortable working chair for their home office to keep them motivated and healthy.
- Time off for personal development- Set aside one day a week for “personal project work.” Allow your employees to work on self and career-development projects to gain new skills on this day.
6. Use Right Technology
Many tech startups either do not leverage technology to acquire excellent personnel or overspend on complex systems better suited to larger businesses. Startups are typically small and don’t need complicated, versatile, or costly recruitment systems.
Whichever tool you choose, make sure you use it and keep track of the hiring process’ progress. You may then assess conversion rates and see a phase or stage where you should put in more effort and improve.
7. Get Creative with your Job Ads
When it comes to acquiring top talent, you’ll need to use your ingenuity to develop creative ways to make your job descriptions sound like everything but mundane.
Take it a step further. Come up with a list of job titles that are both clear and unique. Make your job description so engaging that candidates will want to apply and learn more about it.
8. Improve your Interview Process
Interviews aren’t just another chore to cross off your to-do list. If you have the right questions, a well-trained interviewer, and hard case studies, they can help you discover the best fit.
Inquire about how the prospects would improve your products or what they hope to accomplish with the job. Create an environment where shortlisted candidates can demonstrate why they are the best candidate for the role and why your startup is the best place for them to work.
The Bottom Line
It is imperative that startups cultivate unique, cutting-edge solutions, techniques, and workplace cultures. The recruiting process must be no different. Each method should have a creative twist, demonstrating who you are and how your staff can progress within your organization.
CodeQuotient works with companies for the best tech hires in the market. Tech firms and startups can benefit from recruiting top-end hires from our SuperCoders programme. All you need to do is Contact us, and we’ll find and fit the top tech candidates for your firm.
