If you’re like us, you’ll be keeping tabs on the innovative tech and tools making their mark on the Talent landscape this year. There are some seriously cool platforms being built out there to support how we attract, engage, hire and develop our teams. From AI-powered recruitment platforms to skills-based hiring tech, the future of talent acquisition is brimming with innovation – and we’re here for it.
So, you’ve finally found that perfect candidate after an arduous hiring process. But, what happens next? Do you simply welcome them aboard and hope for the best? Not quite. Managing and caring for your candidates doesn’t end once they sign on the dotted line. In fact, it’s just the beginning of a crucial journey that can make or break their tenure within your organisation. Welcome to the world of candidate management and aftercare.
Hiring for a startup is no easy feat. It requires a considered approach, a deep understanding of your company’s needs and culture, and the ability to find, engage, nurture and recruit the right talent. In this article, we’ll delve into the non-negotiables for startup hiring, covering everything from establishing a robust hiring process to creating a hiring culture and being realistic about your company’s needs.
As a high growth start up, you have the challenge to achieve product-market fit, scale and profitability before the cash runs out.
