For digital tech start-up companies, the importance of the recruitment and selection process becomes heightened due to reduced timescales combined with limited resources, budgets and candidate availability. Here are some essential tips recruiters can put in place to manage these challenges.
1. Timing.
It is normal for digital tech start-up companies to have reduced timescales when it comes to recruitment. This is often a result of securing funding for the purpose of expanding digital tech teams where investors expect positions to be filled rapidly. Human resources must do as much as possible to plan for these rapid recruitment scenarios by working closely with hiring managers to fully understand open roles being considered as part of the business funding pitch and future plans.
2. Budgets.
Despite funding being secured hiring managers are still going to be under pressure to keep their costs as low as possible both in expected salaries and recruitment fees. It pays to be well appraised of the current market situation to fully understand the going salary rates for potential positions and ensure that appropriate budgets are made available in the planning process.
3. Job Descriptions.
Ensure that job descriptions and person specifications are as detailed and accurate as possible avoiding vague references to other duties for example. It is essential that job descriptions and applications comply with relevant GDPR and Diversity regulations in the position location jurisdiction.
4. Candidate Availability.
It’s easy to make a high-level decision to recruit ‘x’ number of developers with expertise and experience in specific languages but hiring managers should thoroughly research the market and ascertain the availability of potential candidates. The results of this research may have an impact on budgets and timing.
5. Interview Schedules.
Senior managers and directors of digital tech starts-ups are typically under time pressure and can be difficult to secure availability. Human resources and hiring managers should be as proactive as possible by securing an availability schedule for interviews.
6. Offer and References.
Rapid decision making is key in the digital tech sector because of the high demand for quality candidates. Procrastinating about candidate selection for job offer is likely to lead to losing that candidate to another organisation. Once the offer has been accepted, references should be followed up immediately in tandem with any pending start date.
7. Onboarding.
Having a well thought out onboarding programme that is logical and efficient shows that the organisation is serious about its people. At all costs avoid disorganised onboarding processes that may alienate any new recruits.
Whilst some of these tips will be the responsibility of hiring managers and human resources there are some steps that can be outsourced to recruitment agencies, although they can be costly. An alternative is to use hiring software tools that can help to reduce recruitment timescales, reduce costs and increase accuracy for candidate matching.
One such company who are game changing the face of recruitment by providing a robust process to ensure more efficient recruitment using any channel is Hire Digital, a start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally.
Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.