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Startup Boston

Tech recruitment tips for bringing the best STEM talent to your startup

Today is National STEM Day, a day that celebrates science, technology, engineering and mathematics. As we all know, the demand for STEM talent is high. Graduates from these subjects get swept up incredibly quickly, but more and more employers are realising the value in their skills, creating a huge skills gap. With big-name tech companies having the advantage of reputation when it comes to STEM talent attraction, startups are often left behind even though they have so much to offer.
The demand for technical talent like data scientists, engineers and more is not expected to slow down any time soon. This means startups in particular need to work hard if they wish to attract the STEM talent they need to grow their business and meet the demand for their products and services. Growth cannot be put on hold, and talent is required for business success.

Turning up the volume: it’s time to get bold and loud with Employer Branding

Now everyone realises the importance of employer brand, it will take a lot more to stand out. Every business out there will claim to be a great employer. It would be stupid to say they aren’t if they wish to attract new talent. Plus, a lot of benefits like flexible working are now taken as standard. They’re not going to help you to stand out in the race for talent. Therefore, when it comes to communicating employer brands, companies who wish to attract the best talent will have to think outside of the box, tailor their messaging to resonate with the right talent and get loud with the aspects that make them unique.

On and Off Hiring: How to Use Hiring Downtime To Your Advantage

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.

The Boston Boom Part Two: Brand Buy-In

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 […]

Why it’s time for startups to challenge the tech recruitment status quo

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.

The Boston Boom Part One: Hiring Top Talent

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 […]

The five biggest hiring challenges for startups right now and how to solve them

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.

Retaining tech talent in your startup and reducing employee turnover

When you’re a startup, the candidate-driven market creates more talent acquisition and retention challenges than most businesses. With so many companies competing for the same technical talent, it’s increasingly difficult for growing businesses to match salary offers and the reputation of large-scale enterprises. As a result, tech candidates are in high demand are probably being contacted by recruiters every day. These tech candidates are tempted by these “sexy” offerings with high salaries or impressive names to add to their resumes. With so little available talent, your existing teams are more likely to be enticed by these offers. Can you really afford to lose your best developers, data scientists and tech talent?

In a scaling business, your teams make or break you. It would help if you were surrounded by dedicated people who are passionate about your mission. However, in a tech business, you also need key skills and knowledge to innovate and grow your offering. Therefore, any loss of staff is felt more deeply than in a large-scale enterprise, and therefore attrition is more of a threat to smaller businesses.

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