“At the end of March, CultureGene surveyed 165 predominantly venture-backed startup CEOs to find out how they were adapting the way they work to the new work-from-home (WFH) paradigm. And, a whopping 76% of respondents believe that the change to working from home will benefit their company’s productivity in the long run.”
And, as the numbers say, organizations are working toward achieving it!
People are constantly looking forward to increasing their quality and life. The inclination toward remote work, work from home, or work-from-anywhere options is on the higher side.
So, in this scenario, startups cannot afford to stick to the offsite model, which makes it even more difficult for startups to hire an unestablished brand in the market.
Work from Home (WFH) mainly depends on the portability of resources, and tech companies have it to their advantage. Tech startups’ resources are highly portable; hence it is easier for them to build and run the remote model.
But the million-dollar question is where they start to find the best talent! Here are a few ideas!
1. Targeting candidates from startups around the locations you are open to
The biggest challenge with recruiting for a new startup is a lack of visibility. Usually, it is limited to the personal network of top management. To target the best candidates, start by checking out startups in similar domains and locations you’re open. You’re sure to find plenty of talented individuals who are interested in making a move to a new company.
Plus, getting in touch with these candidates early on gives you a better chance of snagging them before anyone else.
2. Hiring recruiters and sourcers of target location
If you’re looking to attract candidates from a specific location, consider hiring candidate sourcers based in that area. It can be a great way to connect with potential candidates who might not otherwise be aware of your company or open positions.
3. Building a Talent Pool
In these competitive times, organizations are always on the lookout for top talent. They want to be able to access this talent just in time when they need it. One way to do this is to build a talent pool.
Plus, sourcers familiar with the local scene will be able to provide insights and advice on how to best reach and engage candidates in that market.
4. Always have a talent pool ready as a backup!
A ready talent pool as a backup is always a smart move. Having a talent pool ready is best as you never know when you’ll need to hire someone new. A few qualified candidates on hand will ensure that you can find the right person for the job quickly and efficiently. This way, you won’t have to scramble to find the right person when the time comes. So always be sure to keep your talent pool full!
5. Keeping the hiring process remote
Whether hiring for a remote position or not, try and keep your hiring process remote! Why stick to antiquated hiring methods? You don’t have to limit your talent pool to those who can commute to an office! With today’s technology, you can efficiently assess talent at any location. Keep your hiring process remote and open up your business to a world of top-notch applicants!
The global talent pool is vast, and with the right approach, your startup can access the best of it. By expanding your search beyond location, you’ll be opening yourself up to top-notch candidates inaccessible before. With a few simple measures in place, you can ensure that your recruiting process is as smooth and successful as possible. Are you ready to start looking for talent globally?