Hiring is a lot like dating, or at least that’s what they say. You want to know where to find your potential suitors, how to attract them and how the relationship can last. Well, the same goes for building an all-star tech dream team! A solid one is crucial in making a successful startup, but you probably knew that already. What you might not know is how you can attract those top tech talent to join your company.
So yes, the great tech whizzes are out there somewhere, but how do you attract them? What are the best ways to find these people? If you have these burning questions, read on!
Creating a world-class team is necessary not only to run your show but also to attract other world-class people. They would usually want to work with other ‘bests’ of the industry. The best leaders don’t just blindly recruit their tech dream team, but rather handpick candidates based on the hard skills and soft skills. For example, someone who’s willing to work hard and learn fast may be a better long-term fit than someone who is already great but content with where they are. The best people know that if you’re the smartest one in the room, it’s time to find a different room. If you’re not moving forward, you’re moving backward, and complacency is death. These people thrive in a challenging environment that stimulates them to continually evolve and adapt.
While choosing the members of your tech dream team, remember the importance of not having a narrow definition of “best”. Recruiters often overlook candidates who don’t fit a certain academic profile. The issue with this is that people who come from the same background often approach problems the same way. Building a stellar team is like combining different metals to create a superior alloy. You need different perspectives on your team so that it can be stronger than the sum of its parts.
Among an ocean of job seekers, anybody would want to hire an ‘A player’ but the truth is an A is probably not going to respond to your job calls. That’s because the most talented people in your industry are already employed and the people looking for jobs typically aren’t the cream of the crop. Now, a ‘B player’ has a huge potential to grow and it’s the ‘C’ that apply the most.
Many business owners create generic job postings on websites or job portals such as LinkedIn, Monster.com and Glassdoor, which never seem to attract the top talent.
Instead, you can use below listed strategies to recruit a healthy pool of top talents you can select from.
What is better than expecting the top performers of the industry to see and respond to your job posting? Reach them through the platforms that they are already active in!
When a current or past employee refers a new recruit, there is higher chance that they, being an insider, will understand the role better than recruiting and hiring agencies. Also, they want to save themselves from the embarrassment of referring someone not capable/competitive enough to do the job. Hence they will not bring up someone completely off the track .
Whether you are looking for fresh graduates or someone with few to several years of experience, searching them through college or alumni networks can be the way to go. You can often partner with top colleges and hire top students via their job placement.
With Generation Z entering the workforce now, the companies need to devise breakthrough hiring strategies for those who have been born into the digitized world and are technology-savvy. Organizing competition and hiring from the participants is a strategy that is taking the industry by storm as these kinds of competitions not only help in selecting competitive employees but essentially solve a real problem for the companies too in the form of the winning solution/idea.
Many talents are lost because recruitment agencies take too long to decide or contact. Meanwhile, competitors are waiting to hire your potential candidate. By the time you respond, either the person has bagged another job or has lost interest in your company due to the delay.
Managing an all-star tech team begins with hiring right people and never really ends, if you’re doing it right. Training, motivating and managing them is in fact an ongoing process.
However if you want to focus more on the core function of your business than going through all the steps mentioned above or want your tech dream team to join you right away, you can partner with a tech agency instead.
There are many benefits of working together with an agency as tech-partners. Employers can select the best individuals for specific projects from a larger pool than that available. They also have the ability to contract with experts for projects who might be too high-priced to maintain on staff.
Another key benefit of having a team is that they can offer extra brain power and understanding into your account. Since an agency works with several clients, they have possibly gained lots of learning they applied to various other businesses.
Also, agencies are predicted to be on the first edge of their industry. They allow their staff to stay on the top trends, which gives them a bright idea about strategies to test.
Agencies have a reputation to maintain, so while employees will do what you tell them to do, a right agency will say “no” to you when you are doing wrong and will tell you something that will help you to be successful.
Startups and large enterprises can each benefit from working together, but too many partnerships fall apart or never really start.
Technology startups want to partner with large, established companies and industry leaders. They know a relationship with a big company can grant them credibility in the market, provide cash flow and give them access to the resources they need to quickly scale their ideas.
Likewise, big companies want to partner with (or acquire) startups because they bring fresh new talent. They can also quickly develop innovative, new products without getting bogged down in corporate bureaucracy. So, if startups and enterprises want what the other has, why is it so hard for them to come together?
It is hard because they don’t understand each other, don’t appreciate their very large differences, don’t trust each other and don’t know how to work together.
The truth is, big companies are not interested in stealing startup intellectual property. It is so mainly because their strength lies in scaling ideas, not necessarily developing them. And, as for the concern that a large company might sideline a startup’s founders, leaders, and teams, it is often the people that make a startup attractive to a larger company more than the intellectual property. When it comes to innovation, impassioned people and their ability to execute are more important than any one idea.
Despite their attraction to startups, big companies must overcome many challenges to work with their smaller counterparts. Lack of transparency on the part of the startup is often driven by its fears of being taken advantage of. This makes it difficult for big companies to accurately assess a startup’s product or determine whether its service is compliant with requirements of corporate IT. Corporates usually don’t want to work with unfamiliar and possibly non-compliant systems and software. When a startup holds its cards too closely to its chest, it is difficult for big companies to determine whether the startup can support its product or service in all the time zones in which the big companies operate. Finally, the startup’s lack of a track record raises the risk variables for big companies.
These barriers – some real, some based on misconceptions and fears – have kept too many potentially ideal partners apart. Fortunately, they can be surmounted.
Very few startups will be plucked off the streets and discovered for their innovative ideas or technologies. They must actively seek to attract enterprises’ attention by leveraging the mechanisms those firms have established for that exact purpose. Many large tech companies host competitions, hackathons, and co-development events for startups around a particular solution or market theme. These events provide an opportunity to establish the relationship, meet face-to-face, and begin building the trust that is necessary for any type of partnership, whether it be as a vendor, a channel partner, or through an acquisition. Startups should use these programs to find individuals who share their passion for their ideas, and work to develop those relationships.
Startups should also understand that there are a variety of ways to work with a larger company while preserving their identities and cultures. Many companies offer programs that can bring cash infusions to accelerate growth and sales. For example, companies make their APIs available to startups to simplify system integration and calm the fears of corporate IT.
To keep the innovation pump primed, big companies should keep tabs on their local technology communities, paying attention not only to new tech, but also to new business processes and new ways of thinking about business problems. Maintaining a consistent dialogue through challenges, events, mentorship programs, and simply offering help is a good way to attract startups and begin building relationships with them. It is critical to create trust with startup community leaders, and establish innovation accelerators that help them access expertise, develop their solutions, and meet potential customers.
Large companies should also encourage employees to attend events that attract startups and incentivize to mentor the startups they meet. Big companies can appear dishonest and forbidding to entrepreneurs. Presenting a human face to the startup community will alleviate those concerns.
Like any relationship, a little compromise and a leap of faith goes a long way. The journey to trust must be built one step at a time, with each side gaining confidence in the other by co-developing pilot projects together. Ultimately, those startups and large enterprises will be able to create a thriving partnership, developing innovative new technologies that better serve their joint customers, like a match made in business heaven.
If there is one thing that all of us fundamentally believe in then its this: "We should cooperate with others and compete with ourselves". Open source helps us achieve the same plus the culture of innovation and continuous learning.GitHub