In today’s rapidly evolving landscape, talent acquisition and recruitment are more than just filling vacant roles. It’s about understanding the intricate fabric of a startup’s culture, decoding the DNA of potential candidates, and fostering an environment where both can thrive harmoniously.
As someone who’s been deeply entrenched in the startup ecosystem since 2012, dating back to my days at Rocket Internet, Lazada, iflix, Reebonz, Fashion Valet, Foodpanda and Delivery Hero, focusing on scaling, I’ve gathered a wealth of insights.
Here’s a distilled version of my experiences and the revolutions I’ve witnessed and contributed to in this domain.
Embrace technology, but keep the human touch
Modern-day recruitment is technology-driven. With AI screening resumes, chatbots conducting preliminary interviews, and analytics predicting role fitment, the landscape is tech-heavy. However, the essence of recruitment remains human. Striking a balance between utilising technology and preserving the human touch has been vital.
In startups, where every hire can significantly impact the company’s trajectory, this balance becomes even more crucial. No recruitment tool or strategy can replace the power of genuine networking. Building and maintaining relationships with potential candidates, even if they aren’t looking for opportunities immediately, can bear fruit in the long run.
As someone who has held leadership roles in Recruitment and Talent Acquisition, I consistently emphasise the importance of networking. Consequently, I actively involve my team in attending Technology Events, HR Conferences, and Seminars.
Additionally, in the past, recruitment and talent acquisition were predominantly manual processes, primarily because advanced technologies such as AI and chatbots were not yet available. As a Recruiter, we were required to build the talent acquisition pipeline from the ground up, undertaking each step manually.
Unlike the present-day landscape, where automation and AI-driven tools streamline many aspects of the process, recruiters of the past relied heavily on traditional methods to identify, engage, and evaluate potential candidates. This often involved a much time-consuming effort, from sourcing resumes and conducting initial screenings to coordinating interviews and reference checks.
The emergence of AI and chatbots in modern recruitment has revolutionised the field, enabling recruiters to allocate their time more strategically, focus on relationship-building, and leverage technology for efficient candidate sourcing and assessment.
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As a result, today’s recruitment landscape is marked by increased efficiency, data-driven decision-making, and a more streamlined approach to talent acquisition, ultimately benefiting both recruiters and job seekers.
Continuous learning and development
With giants like Google, Tesla and Facebook scooping up top talent, how do startups compete? The answer lies in employer branding. Showcasing a startup’s culture, vision, and growth opportunities has often allowed me to attract talent who are looking for more than just a paycheck.
With over 13 years of experience in Human Resources, I have consistently included a final question in my candidate interviews known as ‘The Priority List.’ This question is based on five key elements:
- Money
- Trust
- Working culture
- Work-life balance
- Additional work responsibilities.
Candidates are asked to rank these elements from one to five, indicating their current career priorities. This question served as a valuable tool for me as a Recruiter to assess cultural fit, understand candidate motivations, and determine what would incentivise them to join the company.
The startup world is extremely fast-paced. What’s relevant today might be obsolete tomorrow. Encouraging continuous learning and creating avenues for the same has been a game-changer. Candidates value growth, and by embedding learning into the company culture, you not only attract but also retain top talent.
While considering the presence of the new generation in the workforce, ‘Gen Z’, it is important to acknowledge that they actively seek meaningful work, opportunities for growth, and a work environment that promotes collaboration and innovation.
When discussing the retention of top talent, I have facilitated numerous Focus Groups, conducted Employee Happiness Surveys, and measured Net Promoter Scores (NPS). The most prominent theme consistently raised by our employees is ‘career development.’
As such, it is imperative for a company to collaborate closely with their HR Business Partners (HRBPs) on addressing this aspect within each division. One effective approach for organisations is to implement the Individual Development Competency Plan (IDCP) from the outset when employees join.
This plan is designed to emphasise the acquisition of skills necessary for advancing in their career path while also enabling managers to collaboratively establish and monitor goal achievement. As an HR Consultant, I prioritise training clients in these two core subjects and ensuring their implementation across all organisations.
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In addition, startups are dynamic, often requiring roles and responsibilities to evolve. The traditional job description hardly remains static for long. I’ve learned to seek candidates who are not just technically adept but also flexible and adaptable. In other words, potential hires must be open to wearing multiple hats, sometimes all at once.
Transparency with diversity and inclusion and these aren’t just buzzwords
Startups come with their fair share of challenges. Being transparent about the company’s vision, the risks involved and setting the right expectations from the outset fosters trust. Trust, once established, becomes the bedrock of a strong employer-employee relationship.
In a world increasingly attuned to social responsibility, embracing transparency in diversity and inclusion is an essential step toward creating more inclusive, innovative, and equitable workplaces.
A diverse team brings a plethora of perspectives, leading to innovative solutions and better products. By actively seeking out and welcoming diverse talents, I’ve seen startups transform from mere businesses to vibrant communities of passionate individuals.
As a final thought
Recruitment in the startup world is a thrilling journey, one that’s full of challenges and rewards. These days, startups are writing a new chapter in the HR playbook, one that is defined by creativity, technology, and a deep understanding of human potential.
With over 13 years of experience in human resources and more than a decade in the technology industry and becoming a sought-after Consultant, I am grateful to have been a part of the startup ecosystem since 2012, and I eagerly anticipate observing the expansion of startups, the integration of new technologies into their operations, and the achievements of innovative and forward-thinking as an organisation.
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