Ready to start recruiting engineers for your startup?
Great! Now, block out 19 hours of your week. Every week.
That’s how long the average startup spends annually to recruit about 12 engineers.
It’s almost a full-time job.
But what if you could cut that time in half?
It will always take time to find great recruits, but with the right tools and strategies, you can also manage your day-to-day work… like running a business.
In this post, we’ll cover some of the most effective strategies to recruit engineers in less time. As it turns out, there are a few ways you can leverage technology to shorten your time spent on recruitment. Why spend 19 work hours on startup recruiting if you can get the same (or better) results in 8 or less?
Employee referral programs are a bit of an old-school way to boost recruitment, but they’re still around for a reason: They’re highly effective.
But that doesn’t mean the old school way of doing things still works. Employee referral programs have evolved, and if you want to be successful, yours must evolve too.
Referral programs won’t work unless they’re well thought out and properly implemented. You’ll need to incorporate the following in any referral program.
- Automation – This program must be quick and easy to implement. So be sure to automate things like enrollment and follow-up.
- Candidate matching – Employees are only likely to share jobs when they have potential applicants in their network. They aren’t going to share a building maintenance job on social media if 90 percent of their network consists of C-level executives. The same is true in reverse. And in both cases, employees aren’t likely to want to dig through unrelated jobs to find one that fits their audience. Make it easy for them, and they’ll share.
- Mobile app enabling – You probably already know that applicants are highly likely to search for jobs on their mobile device. So you need to be there with a mobile-ready solution.
SocialHire can help you organize your referral program and access a network of your employee’s LinkedIn networks, creating a highly effective referral program. If you are already using salesforce SocialHire results are displayed to the C-Level executives in salesforce.
Applicant Tracking System
The simplest way to cut your recruiting time is by using an Applicant Tracking System. With the right program, you can find and connect with more applicants who are better suited to your needs. The CEO and executive staff should have access to hiring metrics as well and other metrics like reviews on Glassdoor. This is where Social Hire shines.
Social Hire is a cloud-based recruitment and applicant tracking system integrates with Salesforce and helps you manage the recruitment process. And it’s specifically made for corporations like yours where CEO and Executive staff will have access to recruiting metrics
Not to mention that you’ll probably end up placing better talent. After all, some of the best candidates come from passive recruiting – which is often done through social media.
Social Hire’s applicant tracking system can walk you through the hiring process, from profile searching to job requisitions and offers – and everything in-between. This way, you can keep track of applicants that come through your website and social channels and take them through the recruitment process – all in one system.
After the hire: Onboarding
As your company grows, so does the importance of a solid onboarding process.
When you’re first starting out, you may have a tightknit group of 5 people. You don’t worry much about their success or happiness because you’re connected with these people regularly. Your finger is directly on the pulse of your company’s morale (and your employees’ happiness).
But as you add new hires, it can be difficult to manage the larger staff. And this is especially true in companies that scale quickly.
Here are a few quick tips to help your startup’s onboarding process go smoothly.
- Create a welcome board – Welcome new engineers on their first day with a welcome board in the reception area. I this is going to become a mutually-beneficial relationship, send the message that you’re as invested as they are. You are anticipating your new hire’s arrival as much as they are.
- Create a personal experience – This new hire is signing on to more than just a job. This is the place where your new engineer will spend a great deal of time (if all goes well). So make sure your management staff is tuned into the things that are important to people personally. Introduce new hires to everyone in the organization, from janitors to the CEO. Show them where people take breaks and talk through the company culture.
- Make it fun – Your new hires should be excited by the prospect of working for your company, so kickoff their careers with a fun onboarding process. You can do this by adding unexpected surprises. No one really gets excited about paperwork and software training, but you can spice things up with treats and goodies to help lift everyone’s spirits.
- Start before the hire – Onboarding starts well before you even hire a new engineer. The early phases include things like adhering to compliance processes and gathering HR processes. Social Hire can help guide you through this early stage of onboarding to ensure it goes smoothly.
- Group new hires – Try to coordinate the start dates of your new hires, so you can put them into onboarding groups. This creates a sense of comradery and helps save you time.
- Cater to various learning styles – Let’s say you’re set to hire 12 new engineers this year. Do you expect that they’ll all learn and process information in the same way? Probably not. To combat this issue (and give everyone a chance for success), create onboarding materials in various formats. This way, your hires can learn through video, audio, reading or hands-on training. Maybe you design the onboarding sessions to include different types of media to cater to various learning styles. Not only will you connect with your employees on a deeper level, but you can make learning more fun by mixing things up.
- Automate the process – In order to scale your onboarding experience, you’ll need to automate the process. Management shouldn’t have to think about which steps they should take and when to take them. Create a streamlined process, so all new hires have the same (positive) first impression of your startup.
As a startup, you know talent is your most important asset, And so recruiting is definitely worth the time and effort it takes to get it right – especially when you’re recruiting engineers.
But if you can spend less time to get a better result, it’s a no-brainer.
Social Hire is designed to help startups and corporations navigate through the recruiting process from start to finish, profile searching through onboarding. So you can be sure to get the most out of every hire.
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