Every organisation has star performers and in the sphere of tech start-ups identifying these star performers can assist in rapid growth. Whilst many large corporates often have fast track schemes for smaller fast-growing companies this can be more challenging, what are some key steps that tech start-ups can take to identify and fast track their digital talent? Recruiting for tech companies that need to find skilled and experienced digital talent can get expensive and time consuming because of the ever-changing technology landscape, an evolving workforce and potential industry shortages. Evaluating someone that is already employed can help identify talent that is perhaps underutilised and may be a good candidate for fast tracking.
Fast Track Scheme Plan.
Creation of a well-documented fast track scheme is necessary in order to set objectives and to help identify, and get, potential talent on a fast track career. By asking managers for their recommendations on talent that they believe has potential or is in danger of leaving because they are not being challenged enough, can help to get a shortlist of candidates for a fast track scheme. This can be a subjective approach and needs to be balanced with detailed interviews for potential fast track candidates to ensure that they are suitable for such a scheme. To check progress employers should have a timetable of actions that incorporate feedback loops covering an individual’s progress over given periods, monthly or annual for example.
Having mentors available for fast track talent is key to providing the right experience and provides feedback opportunities for praise and guidance where necessary. Giving the talent environments where they can develop their knowledge and leadership skills is also essential. This can be done by assigning them to project leadership roles which can be supervised to a lesser degree over time. If the fast tracked talent performs as required and meets the objectives of the scheme, they should get rewarded, this could be financial by way of a salary increase and/or promotion and increased responsibility.
The primary benefit of a fast track talent scheme is retention of key staff and star performers. This saves costs in having to recruit new replacement talent which can take many months potentially leading to delayed projects. Fast tracked talent is likely to be more motivated and this can result in increased productively for the projects they work on and the teams they work with. A visible fast tracked talent scheme can be a great motivator for all staff as they can see a scheme working.
Fast track talent schemes can be administered by human resources who may use talent management software and hiring tools to record data so it’s possible to log potential fast track candidates. Communicating details of any fact track schemes can also form a key part of the recruitment and selection process to attract new talent.
One such company who are game changing the face of recruitment by providing a robust process to deliver more efficient recruitment without bias 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 and talent management process. Their ATS software platforms give 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.