Wherever you’re at in your growth journey as a startup or scaleup, could an embedded talent partner be the best flexible recruitment solution to support your hiring efforts?
80% of venture capital investment is typically dedicated to hiring. Yet a *recent report from Atomico revealed that “Talent” is seen as one of the greatest challenges facing the tech ecosystem over the next 12 months – second only to “Funding”.
How often have you experienced it when a hiring manager told you they needed a role filled yesterday? The expectation becomes all systems go, hit the ground running and we’ll have qualified candidates to speak to within days. Speed to hire is undoubtedly important – especially in the fast-paced environment of an early-stage company – but that speed needs to be balanced with quality.
What is a hiring process? Why is a great hiring process so important? What are the 5 most common bottlenecks in the hiring process, and how can these be fixed?
Our latest article shares the practical tips and advice on the topic – crowdsourced from our team of expert Talent Partners who’ve been there and done it when it comes to shaping effective hiring processes for scaling companies globally.
Scede, the go-to flexible recruitment partner for scaling tech companies and games studios, today announced a strategic partnership with People Collective – a people consultancy that helps companies and their people reach their full potential.
The partnership marks a new era for growing organisations, providing startups, scale-ups and category-leading brands with one consolidated and trusted partner for solving key people and talent needs.
Generative AI is rapidly transforming the world of work as we know it – and recruitment is no exception. We get it – the click-bait headlines claiming AI will replace human jobs can be pretty intimidating. But in reality, it’s nothing to fear. Whether you’re a seasoned ChatGPT user or just dipping your toe in the water, we’re sharing some of the ways that you can use generative AI in recruitment.
If workforce planning is something you action only when you need to make hires, you’re already behind in the recruitment planning game. The reality is that many organisations end up finding themselves on the back foot when it comes to the workforce planning process.
Can that be said about your startup or scaleup?
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?
