As a startup founder, you may have come from the big tech scene to launch a business that capitalizes on the knowledge you have in the industry. But it can be an adjustment to adapt away from a world of “corporate colleagues” to developing a new network of fellow entrepreneurs and founders. This is where […]
usinesses are uniquely positioned to try something new and break the mould when finding and attracting talent. Without established HR teams and protocols in place, startups have agility and flexibility that can be used to their advantage in talent acquisition efforts. Due to the nature of the business, they’re almost expected to try something new. Experimentation and trying something new could really help them to stand out against the crowd of job advertisements being posted every day. Whether it’s experimenting with digital talent attraction campaigns, updating your candidate experience for a virtual world or even using a more data-driven approach to hiring, there are many innovative tactics out there to improve your recruitment strategy for a startup bold enough to try them.
In the wake of recent social and political issues, companies are completely tackling social injustice, diversity, equity, and inclusion. Now is the best time for brands to take a stand on issues such as racism and the current global health crisis through their marketing campaigns. And consumers have raised their voices in support. However, it […]
Jody Robie, SVP Talent Works, discusses Tom’s perspective on the complexities of hiring tech talent and the challenges companies are facing nationwide and in Massachusetts today Q: What does talent acquisition look like in Massachusetts today? A: Massachusetts is representative of what is being seen in other tech hubs around the country. I speak regularly […]
Technology is constantly changing, and therefore so is the role of the technology professional. If we think back to a decade or two ago, IT professionals’ roles will have been incredibly different to the ones we have today. With many different roles now needing technical skills, the idea of having a dedicated person to handle […]
Whether it’s with a Chief HR Officer that’s been working in Boston for 30+ years, or with a new recruiter that’s just starting out, I’ve been having the same conversation on an almost daily basis when it comes to looking for new talent: the demand is at a level that we’ve not seen since the […]
ght now isn’t easy. It’s incredibly competitive, and candidates are in control. Everyone is on the hunt for the same talent, looking in the same places and competing for the same individuals. Even established businesses are having trouble attracting talent. With so many current opportunities for candidates, many companies are being left behind. Then there’s the issue that employers are pulling out all the stops to hold on to their existing talent, as they know the recruitment market is so competitive; it will be damaging to lose them.
have a lot on your plate, and recruiting talent in the current climate will only add to this pressure.
mselves with relevant and exceptional talent. Therefore, we’re rounding up some of the biggest hiring challenges that startup businesses are currently facing and how to solve them.
We’ve talked a lot about how the tech recruitment landscape has been changing recently. We all know that hiring tech talent is now highly competitive, with more and more companies, both tech native and not, competing for the same skillsets and experience. As a result, great tech talent is being swept up incredibly quickly, and it’s causing many challenges for scaling businesses that do not have the advantage of a big name or reputation to tempt talent their way.
However, what does a competitive market actually mean? It’s one thing for us to keep stressing that the market is changing and growing increasingly competitive, but how does it affect those searching for talent? As we have many recruitment experts in-house who spend their time navigating the tech talent landscape and speaking with leading scale-ups about talent acquisition challenges, we decided to ask them about the everyday difficulties they’re seeing.
Times are changing, and the fact we’re all embracing tech more could work in favour of scaling tech businesses looking to recruit talent. As we all use technology daily, we are becoming quite savvy, and younger generations especially are more acquainted with technology than ever before. They’re naturals! There are also more ways than ever to develop skills, especially tech skillsets, which are no longer seen as an elitist or inaccessible skill, with online learning platforms and non-traditional education taking over.
Therefore, we’re asking whether talent really needs a traditional Bachelor’s or Master’s Degree to succeed in the tech industry? Or is there another way to give talented people opportunities without the expensive and inaccessible background?
Well, the truth is that with the race for tech talent so tight, scaling businesses need to look for talent elsewhere, or they’ll simply never hire. If they wish to grow their business, changing attitudes around tech skills and opening up a more diverse talent pool when it comes to experience could be the key to recruitment success.
Virtual hiring events have some huge advantages but some equally significant disadvantages. They certainly have a place within the future of tech recruiting. That’s undeniable. However, it depends entirely on the demand, speed and the number of roles you need to hire. It’s important to remember that other alternatives to relieve HR pressures may be more cost-effective, such as outsourcing your tech recruitment to a flexible RPO provider who can take on the burden for you. Virtual hiring should never replace engaging and having a conversation with candidates personally, as this is how you ensure more diverse and better-quality candidates who fit your organisation perfectly. However, this provides an alternative for those situations where you need to hire 100 people incredibly quickly and should not be discounted.
