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The Hiring Benefits that Tech Startups Can Use (VB Live)



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In the Talent Wars you may compete against technology giants like Google, Facebook and Amazon – but there are real strategies for fast-growing technology companies to emerge victorious. Visit this VB live event to learn how to attract the best talent in a competitive marketplace.

Access Free on Demand.


Securing the right talent is an important factor in the continued growth of your business. But access to that talent is inevitably what keeps executives and technology founders busy at night. The market is highly competitive, there is a shortage of skilled employees – such as data scientists ̵

1; and sometimes fast growing companies just do not know what it takes to hire great talent.

Hiring is not someone's core competency, "said David Hughson, vice president of technology at TriNet.

You may not be trained as a recruiter or you may not have much experience in recruiting. Or they manage the hiring process and wear a number of other hats to run the business. If you have this dynamic, whether you are a senior executive or a hiring manager within a department, you may not be able to take the time to develop a strategy or define roles in the hiring process. You may not spend enough time finding candidates or creating the perfect job description. This poses great challenges.

"If you as a start-up do not have this discipline, you will be detrimental to some of these larger technology giants," adds Hughson. "You may be fortunate enough to get in touch with a great candidate, but then you may lose that candidate sometime during the process if you do not have the right structures."

Larger companies have the opportunity to use other resources How to invest This will allow them to develop or take time off the internship programs and have the resources to support internal candidates in their professional development and to help them evolve within the company. But for a startup you run against the clock. In order to fill this role within the company, you often have to look for external jobs, and of course it is difficult to find these external candidates. They can be happy in their current roles. It presents you with a great challenge.

In addition, the visibility of some of these larger companies is a natural advantage for them. One candidate might feel that joining a startup carries a higher risk than joining a larger company.

"While this is a real challenge and a risk, the startup just needs to know it's working," he adds. "Be prepared to answer the kinds of questions a candidate may have, and have a strong opinion on your benefit package, or things like holiday policies or flexible working hours, all with the goal of dispelling this candidate's concerns. Put yourself in a position to win them over. "

There are important recruitment strategies that small, successful start-up companies can leverage. The employee referral bonus, according to Joseph Funari, CEO of HyreCar, is a particularly powerful tool that you can use right from the start. Your current employees are the best ambassadors for your business. They represent your corporate culture and can talk to colleagues with whom they have worked in previous companies or with whom they may have gone to school about how committed they are or how appreciated they feel as part of their business.

HyreCar was fortunate that his first associate graduated from Cal State Fullerton, offering a great entrepreneurial program, says Funari. They used this first employee's connections with the university to create a solid pipeline of new graduates, and opened an employee referral program, which meant that all of the graduates they hired brought their friends.

"Not only is it a great pipeline of candidates, but now you also have a great culture because everyone sticks together," he says. "I heard from one of my new employees the other day that it feels like everyone here really loves each other. I think that most companies would really aim for this. "

Also, make sure your online presence is robust and that your marketing team thinks just as strategically and prioritizes your employer brand as it does information about the brand you have on the market for customers.

Tactically, you should invest in Talent Acquisition tools, including some surprisingly low-cost tools and techniques that help startups take a step ahead of larger competitors.

Join Hughson and Funari, who share important strategies that most companies overlook, what people are really looking for, technology that increases success rates, and more if you access this webinar for free.


Don do not miss it.

Here you can access free of charge and on request.


Key Aspects:

  • How to Control Your Company's Explosive Growth from the Personal Front Strategies for Effectively Hiring the Right Talent
  • How to recruit and hold a diverse and digitally-trained talent pool
  • Which Premium benefits await potential employees

Speakers:

  • Joseph Funari CEO, HyreCar
  • David Hughson VP Technology Sector, TriNet

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