It’s an age-old debate when you write a job advertisement; do you show the salary or do you write something vague like “competitive”? For years, negotiating salary has been a bit like a game of cat and mouse; employers want to gauge what a candidate is already earning to determine how much they’ll offer them […]
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Virtual Roundtable: Leaders Talk Talent
Should the candidate experience be synonymous with customer experience?
Scaling tech businesses, in particular, have seen a huge rise in demand over the last few years as our reliance on technology grew significantly. Take the likes of Zoom, for example, its sales were up 370% in 2020 compared to the previous year, and it expects sales to rise by more than 40% in 2021. In the […]
In the last twelve months, recruitment strategies have had to adapt to change. Hiring practices that were the norm in a post-pandemic world are beginning to look dated and ineffective. With remote working and skills shortages taking over, it quickly became apparent in the early half of this year that the recruitment landscape wasn’t ever going to be the same as it once was, and many of us had to adapt. Therefore, we’ve had a lot of time to experiment and reflect on what hiring practices work best in this new normal.
Recruitment is becoming more quality over quantity. It’s no good making lots of hires for your scaling tech business if they’re all going to leave you shortly after joining, or if they aren’t going to help you grow. Poor quality hires can hinder growth in many startups, especially if they take a long time to pick up the required skills and responsibilities.
s time to determine the actual quality of the hire and for each business. With different KPIs and business goals, the definition of a quality candidate will alter. Likewise, metrics that define success will be personal and can change. There is no one size fits all formula to determine whether hiring a particular candidate was a good move for your business. But, one thing is certain. The quality of hires you bring into your organisation directly reflects the quality of your recruitment process. Suppose you’re hiring people who are an excellent fit for your business. In that case, it shows that you are accurately showcasing your employer brand, using the proper recruitment marketing techniques to get in front of candidates, and having a great candidate experience that encourages applications. If you aren’t hiring the right people, then it’s likely that your recruitment process needs some work, whether that’s expanding your talent pools or working on your employer brand communications.
In the growth stages, there can be pressure to maintain your hiring momentum to demonstrate your success. Hiring more people means more demand for your services, which means your business is thriving. However, as a growing business, you cannot hire all the time. There isn’t the capacity, and there isn’t always the demand to hire new roles. Hiring freezes are sometimes essential as your business progresses.
When done strategically, freezing or pausing hiring can create much-needed breathing space for your HR teams which can help give your business a competitive edge. Especially in today’s competitive talent market, you can be caught up in the rat race of recruitment, trying to bring in qualified candidates as quickly as possible regardless of their cultural fit or expectations. Aspects of the hiring process and employee experience often get lost or overlooked during intense hiring periods, so giving yourself time and resources to reflect and evaluate these processes could help refine your hiring process. Instead of recruiting quickly and without a real strategy, you can ensure you’re planning ahead for future hires, creating better experiences for new and existing employees and build a more tactical approach to hiring, which will set you ahead of the competition.
Executive hiring isn’t the same as advertising for a typical role. These senior-level positions aren’t always advertised on job boards for anyone to apply to. Instead, they rely on outreach and direct sourcing. This is why many founders turn to existing networks and people they trust to fill senior roles. You can’t blame them for looking into inner circles as the position is so crucial to the future of the business. However, this can cause a lot of problems. Relying on the hinges of existing networks can lead to middle-aged white men playing musical chairs in senior roles while other candidates don’t get a look in.
Now CEOs and executives are claiming to prioritise diversity and inclusion within their businesses. As we all come to realise the critical value diversity can bring to organisations, teams and roles, many more businesses are beginning to make a conscious effort to diversity. However, to make this a reality in all company areas, it’s widely stated that you need to start with the c-suite.
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.
On first September we hosted a Leaders Talk Talent Roundtable with Talent Acquisition professionals from Moderna, FinancialForce, LexisNexis Risk Solutions Group and MassTLC. We discussed the impact of the pandemic and what it’s brought for talent acquisition including how these employers had to adapt their talent strategy. We also shared some tips for post pandemic […]
The candidate experience is incredibly similar to your customer one. Every interaction that a candidate has with your brand forms a perception of you as an employer, from the initial application through to interview and even onboarding. Therefore, to present an authentic brand image that candidates can be excited about, you need to think about every possible time they can interact with your brand.