Stakeholder management in recruitment – also known as the key to being a brilliant recruiter.
Relationship-building is the number one thing you need to be good at if you’re going to be successful at recruitment. You can’t source exceptional candidates, nurture them through an outstanding candidate experience and place the most desirable talent into a role, without being skilled at building great relationships.
FACT – Embedding workplace diversity, equity and inclusion (DE&I) into your recruitment process is 100% necessary to attract the best talent possible for your teams. Diversity hiring strategies REALLY matter – after all, how can startups build incredible products that resonate without reflecting the society they operate in?
Boosting employee engagement is crucial for any business that wants to achieve success and retain a motivated and committed workforce. Whether your organisation has always been remote-first or the pandemic shifted your team to work-from-home or hybrid working, keeping your employees engaged and connected is key to achieving business goals. By implementing strategies that promote engagement, you can improve productivity, create a positive work culture and drive better outcomes.
‘Effective employee engagement’ isn’t just a buzzword.
By now, you’ve likely decided whether you’re sticking with a remote hiring process or not depending on how the model works for your particular business. Or, you may be opting for a more hybrid model instead. If it’s the former, and you’re continuing to grow your startup or scaleup, how can you make sure it’s both rock-solid to support your immediate need, whilst also being scalable for the future?
Team Scede is continuously growing. Talented, humble and impact-driven humans are joining us all from all over the globe on our mission: to build incredible teams that ship incredible products touched by millions.
Fail to prepare and prepare to fail. Wise words from many a school teacher back in the day as their go-to mantra leading up to exams. But somehow it’s stuck, and for very good reason – in this case, we’re talking about how to prepare your scaleup for hiring success. When it comes to building a team for your scaleup – the preparation piece really is key.
In a world of ever-changing ‘norms’ and professional insecurity, it’s becoming even more important for employers to deliver consistently great candidate care. This is to address a growing shift in talent trends, protect and promote their external brand, and of course – ensure that candidates have a really positive experience.
At Scede, we believe the remote onboarding experience begins from the moment a candidate accepts the job. A well-considered induction programme that provides your new starter with the tools for success can truly be the difference between a happy, engaged employee and one who runs for the door after week one!
But hang on… we’re all remote now. It can feel like someone’s taken the onboarding playbook and launched it out the window. Can we still offer this great experience? Or are there aspects that we have to compromise now?
As a high growth start up, you have the challenge to achieve product-market fit, scale and profitability before the cash runs out.
When Scede Founder Matt Ellis isn’t obsessing over finding world-class tech talent, you’ll find him adding another checked shirt to his wardrobe, snapping some street art or learning about the next gaming studio about to launch. Matt has over 10 years of experience building product and engineering teams for companies like Skype, Supercell and Space Ape Games.
