When short on time, how do you efficiently source, interview, and track talent?
It’s difficult for early stage startups to find talent when they need it. In fact, startups are often hiring for a role a month after they needed the person for the role. The last thing there is time for is hiring, but there comes a point when new talent is needed to scale. When short on time, where do you start to source talent? And once you have a list of candidates, what are you using to interview and track processes? When you are looking to fill more than one position, it’s time to start building your recruiting processes out.
The first step should be getting an affordable and functional Applicant Tracking System (ATS). A simple ATS is key to maintaining a talent pipeline, keeping track of candidates’ interview progress, and their offer status. Otherwise, you may lose track of people and resumes, or worse, forget about a candidate and give an applicant a bad experience. This is because an ATS helps you keep track of candidates so they stay in the loop about their interview status and feedback. Here are a few great options as you pick your ATS:
We recommend GoogleHire because of its ability to integrate easily into existing Google Suite software and its price point. As a startup that uses Google’s productivity suite, we find value in being able to find, track, schedule, and message candidates in one platform. You can easily have your team collaborate in hiring decisions as well.
This is the first in a series of articles about setting up recruiting at your startup!
At Smartly, we know that scaling your team is challenging and time consuming. That’s why we built Smartly, where you can efficiently browse, vet, and interview high caliber candidates for your open positions. And, while we are in beta, your first hire is free. Sign up or head back to Smartly Talent to browse our candidates!
Here are a few tips to help you better evaluate candidates and improve your hiring practices.
Harvard Business Review cites that “fair hiring methods increase the level of productivity and innovation at your organization, and can even improve employee retention rates.” At Smartly, we believe that all candidates deserve a fair chance at being considered for roles they’re qualified for. Some common hiring biases include: age, disability, nationality, race, color, religion, and gender. Our hiring engine allows employers to evaluate candidates based on a candidate profile, which is designed to showcase: experience, skillset, and potential. In an effort to reduce unconscious bias, we give employers the ability to browse profiles without pictures or names. Check it out in Smartly Talent (log back in).
Here are a few other ways you can reduce bias in your hiring process:
Implement a blind CV policy that omits name, gender, and nationality from candidates’ profiles. This helps ensure that a candidate is judged on their merits and achievements.
Establish a uniform vetting and interview process. Standardize questions, by using a uniform script. This helps ensure that candidates of all background are asked the same screening questions.
When asking personality and behavioral questions, be sure to ask questions that are gender neutral and test temperament required to excel in the role and a team setting.
Also, having multiple interviewers at each stage ensures a diversity of perspectives when it comes time to evaluate a candidate post-interview.
We hope these tips help you better evaluate our candidates and improve your hiring practices! Head back to Smartly to browse our candidates!
And, while we are in beta, your first hire is free!
Here’s how to get the most out of your initial interaction with desired candidates for open roles at your company.
Finding a high caliber candidate in a pool of 1000s of resumes can be incredibly hard. Even when you find that one candidate you think is “perfect” from a big pool, you never know if their aptitude, skills and work ethic matches the attributes you see on their resume. To counter this problem, the brain trust behind Smartly built an education platform and hiring engine that work hand-in-hand to attract students from top schools and with great experience. Moreover, the candidates in Smartly are learning while working full time; they’re motivated individuals with the work ethic and drive to be constantly improving. It took years of content development and fine-tuning to ensure that Smartly’s learning programs and hiring engine are optimized to allow you to source, connect, and hire only the best candidates.
At Smartly Talent, we know that sourcing candidates is only the first move in the chess game that is a recruiting process. After matching with potential candidates, it’s important to swiftly reach out to move from match to qualified connection by piquing their interest in the role that you’re trying to fill. The initial contact you make with them often sets the tone for the rest of the recruiting process. To make things a little easier for you, we came up with a few tips on how to craft the best message(s) to reach out to our candidates. Here’s how to get the most out of your initial interaction:
1. Share briefly what makes you interested in the candidate’s skillset and identify any commonalities you may have with them or they might have with the company. Begin by asking for a conversation rather than giving a long spiel about the company and the role you’re trying to fill.
If their hobbies or interests align with something that you’re into, this would be a great way to open and build a connection.
Also, express what about their experience interested you.
2. State what position(s) you are recruiting for (i.e. title, team, and location).
You may also choose to go into some detail about the role, company structure, and perks to get the candidate excited about speaking with you further.
3. End with a time-specific call to action. Suggest a time and date (or two) to speak more about the role you’re trying to fill.
This could be a link to your calendar so they can pick a time and slot to speak.
You could ask for a phone call or a video meeting if there is mutual interest as well.
Here’s an example:
We are hiring for data scientist in our San Francisco office. Your experience at Company A suggests you might be a good fit. I also noticed you studied at University B; many folks in our office went there and I am happy to connect you with an alum.
Would you be interested in connecting about the data scientist role? I am free on Wednesday from 9-11am.
It’s important to remember that the candidates are often busy in their day-to-day. It’s best to give them a couple of days to respond to your message.