But hiring the right candidate is a challenge that all small businesses and startups face these days. The market is very competitive, and the need for skilled workers is going through the roof. So, if an employer wants to hire the best people, they need a structured hiring process that gives candidates a good experience and just a strong employer brand.

Hiring Top Talent Faster for Early-stage Startups

1. Establish structured hiring collaboration

Structured and candidate-friendly hiring processes have benefits like reducing implicit biases, shoring up company culture, making smart decisions based on data, and reducing redundancy and interviewer time.

So, using Applicant Tracking System and other recruitment software can help startups do squad and structured hiring in which everyone is involved and feels valued. ATS lets everyone on the recruitment team know what’s going on at each stage of the process so they can make smart decisions about who to hire. The personalized portal makes it easy for the team to talk to candidates and clients through their own portals. Using the system, the people in charge of hiring can give the team members different tasks to do. It gives you access to one’s dashboard from any location and lets you look at candidate profiles, automatically set up interviews, and do video interviews with candidates.

2. Improve your employer brand to draw in top candidates

It’s true that employer branding is a key factor in getting people to work for you. According to the LinkedIn survey, 39% of respondents agree that employer branding will be a long-lasting trend to focus on in the future, and 59% of recruiting leaders around the world are investing more in employer branding.

It’s all about showing off the startup’s mission, vision, and values and putting the spotlight on the good things for new hires and current employees. Also, recruitment marketing platforms let you use the benefits of advertising your brand on different social media platforms and connect with the right people.

3. Create novel methods of marketing hiring

Make more people aware of the open role by marketing it well. Use the ATS’s useful features, like website integration, to submit as many jobs as you want on job boards and social media sites with just one click. You can find and consider hiring top talent faster because you can reach more people and build a strong brand.

The team has to think outside the box when it comes to email campaigns and avoid using a generic template for cold outreach. They can try something which sounds more interesting instead. For instance, they could write something like, “Hey, we’re having trouble getting our online content seen. It looks like you’ve worked in the field before. So, we’d love it if you could join our growing team and give us some good advice. Such personalized emails give a good impression of the brand and make it more likely that the person will join you.

4. Use hiring technology to automate the recruitment process

In fact, tech has evolved into a good thing for people right now. Technology is used to manage workflow in almost every industry. It has been a lifesaver for startups because it can do more accurate work more consistently than people can. So, hiring technology can help a lot with managing the recruitment workflow well.

Recruiters can also use video management software to make sure the video interview goes well. The Recruitment Chatbot is available 24 hours a day, 7 days a week, and can answer the most common questions. This makes candidates more interested, which is important for a good candidate experience.

5. Provide special perks and advantages

Employers must offer attractive benefits to keep workers for a longer time. So, offering perks like flexible hours, time for family, off-site events, and prizes would be a great way to keep employees for a longer time. Give them the chance to learn more through paying for the cost of an online class that can help them learn more.

6. Be driven by data

Recruitment analytics and key performance indicators (KPIs) help hiring managers make hiring decisions based on data. Recruiting KPIs can be used by hiring managers to measure how well the hiring process is going.

The analytics and reporting features of an Applicant Tracking System allow a team to see how well the hiring process is going. To improve the quality of the hiring process, the team needs to find some useful data analysis, such as time-to-hire, expense, offer acceptance ratio, upper sourcing channel, as well as drop-off per stage.

Read more: What’s the difference between a recruiter and a hiring manager?