5 Smart Practices To Reach New Tech Talents
The Danish startup ecosystem is booming! But finding the ‘right’ talent to take it to the next level is still a huge unresolved challenge. Recent international studies rank Denmark as one of the top nations that nurtures its talent. So, how can startups get in touch with the right talents?
Denmark is the highest-ranking Nordic country and at 2nd position worldwide in the IMD World Talent Ranking, a reputed annual publication that assesses methods countries use to develop their talent pool. It examines the ability of 63 countries in three main categories — investment and development, appeal, and readiness. Denmark ranks 1st in the investment and development category, with a strong performance in expenditure on education (5th). We rank 10th in appeal, mostly because of our effective implementation of apprenticeships and the prioritization of employee training.
Effective ways for startups to reach out to talents
Startups have challenged most of the established trends in the industry with their innovative practices, however, recruitment is not one of them. A long and impersonal recruitment lifecycle with lack of transparency remains a time-consuming and resource-constraining roadblock for startups and often puts off candidates.
We spoke to Nicolaj Højer Nielsen — author, entrepreneur and investor, and professor at CBS about how can startups reach out to their next employee? Is ‘online’ the only answer?
“In theory, yes. But a lot depends on chemistry and meeting people face to face… that is how we do it again and again at CBS. We see this need to match startups with employees,” says Nicolaj.
However, with everyone competing for their share of space in the online hiring world - big corporations often grab eyeballs more than startups. Also, almost all traditional companies today are looking online to fill their positions with every industry becoming “software” oriented. Engineers, software developers, deep tech professionals are often snapped up before they even get to know about the ideal opportunity awaiting them at a startup. Startups, today, need to do more than just ‘online’.
Nicolaj Højer Nielsen
Author, entrepreneur, investor and professor at Copenhagen Business School
5 Smart Practices For Sourcing Talent
Utilize existing networks by reaching out through your existing team and their contacts.
Go social and invest in paid advertising on social media as a valuable alternative to a classic job portal that may be limited to active job seekers.
Develop your existing talent and focus on creating a great culture to retain them.
Connect with your target talent pool and pitch your startup vision to find the right teammates.
Enhance your recruiting network by actively participating in startup summits.
Recognizing the need for immediacy and human touch in recruitment, TechBBQ already turned the tables in 2017 by introducing the Job & Talent Corner: A unique opportunity for startups to pitch their open positions and network with the top talent instead of candidates seeking them out. In a buzzing hub, 20 selected startups like Pleo, Queue-it, Airtame were pitching their open positions to a strong audience of tech talents.
Finding the right talent/job fit is easier than ever
TechBBQ 2018 is all set to double down on the Job & Talent Corner attracting varied people from long-time entrepreneurs to employees at large corporates who are curious about startups and are maybe exploring the options of crossing over.
Finding the right cultural and professional fit is now easier than ever here with information flowing in both directions. Startups share their stories and unique DNA along with the vacancies they are looking to fill. In turn, people in the tech talent pool get to pick and choose the startups whose visions align with their personal goals and book an appointment with them right at the venue.
As Nicolaj Højer Nielsen explains, “With salary, power and prestige becoming less of a priority, people are increasingly looking at startups for the chance to have an impact. It may be because they want to make a difference in the world, for instance, improve agricultural efficiency, or make a positive change in their lives, such as achieve a healthier work-life balance or work with interesting innovative ideas, tasks, and colleagues. These are the qualities that contribute to the self-fulfilment aspect of Maslow’s hierarchy of needs. While on a micro scale, hierarchies within businesses themselves flatten out, allowing for a healthy exchange of ideas in an exciting atmosphere seen in startups.”