In the fast moving world of digital tech hiring managers are often under immense pressure to recruit talent fast to meet the growth demands of the business. This is particularly true for tech start-up businesses who need to build digital tech teams fast to facilitate delivery of new projects.
It’s a common theme running through numerous recruitment companies and human resources mangers – pressure to hire fast often leads to errors in the recruitment and selection process, something that is going to impact on costs for the hiring company. These costs may be financial but there are many hidden costs to consider too when the recruitment process goes wrong.
Digital Tech Recruitment
It is not unusual in the digital tech start-up sector that newly acquired funding will be used to recruit digital tech talent quickly to help deliver key projects for the business. This may be the launch of new software products or delivery of a tech project for a new client for example. In their rush to recruit tech teams the job description can be rushed and recruitment agencies poorly briefed. In addition, in this fast-moving industry hiring managers can quickly become out of date in understanding salaries and candidate availability for particular roles.
Reputation and Brand
If the recruitment and selection process is rushed, poorly planned and executed the hiring manager can end up wasting time interviewing the wrong candidates. This can leave a bad impression with candidates who will no doubt pass on their impressions to associates and colleagues. Equally if the wrong talent is recruited a tech project may fail leading to brand and reputation damage with customers.
Failure to Recruit the Best Fit Candidate.
If the wrong candidate has been recruited, they will likely have to go through the probation period before they can be replaced. This means that recruitment costs will need to be incurred again adding to the financial cost.
There are numerous actions that hiring managers in the digital tech start-up sector can make to avoid these costs both financial and non-financial:
- Have a robust recruitment and selection process in place.
- Set realistic budgets and timescales for the recruiting process.
- Hiring managers need to keep abreast of the current market trends (salaries and talent availability).
- Maintain contacts with reputable recruitment agencies that can quickly supply a good selection of candidates.
- Consider using an Artificial Intelligence (AI) tool to shorten the recruitment cycle and increase the accuracy of candidate selection.
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.