A recent Sterling <a href="https://www2.staffingindustry.com/eng/Editorial/Daily-News/UK-A-third-of-employers-say-their-direct-competitors-are-beating-them-in-the-race-for-top-talent-64337">study</a> reported that employers are losing top talent to competitors, due to slow hiring processes. Of the jobseekers surveyed, a huge 71% revealed that they had dropped out or considered dropping out of their most recent interview process.  The top three reasons for this were; the process was taking too long, too complicated, there were too many stages.Your interview process is your first impression. Long gone are the days of hoop jumping and unreasonable tasks. Instead, the competition for talent demands fewer interview stages; that are well structured, over a period of 1-2 weeks. You might feel this is an unreasonable ask, to make a decision on a potential candidate in a short space of time, but your competitors are already doing it.So, how do you create a positive candidate experience whilst maintaining confidence in your interview process? Here are some tips for achieving both:PlanAlthough the ideal interview structure will vary based on the company and role-seniority, in general an ideal structure includes 3 stages: a video call, a face-to-face meeting and the offer.  Any skills-based or technical testing can happen during the face-to-face or as a take-home test. Clear communication of this timeline upfront helps manage expectations and reduce any frustration.Prepare Refer back to the job description, which qualities and skills are important for you to assess and how will you do that? Typically, competency-based questioning is used. It allows you to assess their skills, knowledge and abilities and this can be necessary. What it doesn&#39;t provide however, is deeper insight into their interpersonal abilities. This is where a behavioural-based conversation is important, particularly in a start-up, where this person will be a part of shaping your culture. What motivates them? How capable are they at strategic thinking and problem-solving? How do they approach difficult situations with colleagues? You want to create an open and honest conversation about their background and experience, without reducing it to a quick-fire Q&amp;A.Pitch The interview is an opportunity for you to communicate your why, your values and your mission. If you’re a founder, you may have pitched to many investors already, and you should look at this similarly. It&#39;s your opportunity to sell your company and the role to the candidate. A sense of fulfilment is a key factor for every candidate looking for a new role. This often comes from feeling like a valued addition to a team trying to achieve a goal. Help create this feeling of value by explaining the business’ overall goal and how this role fits into the greater strategy.Process You need your interview process to leave candidates with a positive impression, regardless of the outcome. Like any relationship, you need to create a secure, trusting starting point if this is going to work for the long term. Aim to be approachable and create a relaxed atmosphere. Provide opportunities for candidates to interact with potential colleagues or tour the workspace, giving them a glimpse into your company culture. Prompt Be prompt in your decision making. Don&#39;t wait a week to communicate or make an offer. Negotiating an offer to secure a talented candidate can be another hurdle. But a great process and experience up to this point can be invaluable in your chance of making the hire. Or,  if you decide not to make an offer, make sure you still provide respectful feedback. This is vital for the longevity of your employer brand. Negative experiences spread much faster than good ones. Mastering the interview process is crucial for securing top talent. Being honest, transparent and prompt throughout the process will create a great experience for candidates. This will lead to better hires, more meaningful relationships and a strong employer brand. Start-up hiring requires more than just a few interview tips - we have a wealth of strategies and tactics to share.As your growth partner, we take pride in providing support wherever you need it. Whether it&#39;s crafting tailored cover sheets, detailed shortlists, enrolling you in investment accelerators or offering feedback on your pitch decks, we&#39;re here for you.<a href="https://findrs.co.uk/contact-us">Get in touch</a> to learn how we can help you succeed!

Are you driving away valuable talent with your interview process?

For the first time in history we’re seeing more open jobs than job seekers in the UK. “No end in sight for the ‘Great Resignation’ as inflation pushes workers to seek better-paid jobs”and“Hiring crisis hits firms with more vacancies than jobseekers for the first time”Are just a couple of the headlines we’ve seen in recent weeks. Reading this as the CEO or Hiring Manager at a start-up/scale-up may feel like you have a BIG problem on your hands…You have vacancies. You need talented individuals to fill them. But there just aren’t enough pegs to fill the holes.In some industries, the competition over great talent is unprecedented. In fact, if you search for a Software Engineer role right now, LinkedIn will populate over 51k jobs. While searches for Business Development roles are exceeding 151k results! How are you EVER going to lock in the best candidate with that much competition?But, don’t worry.We’ve been helping our clients overcome this national hurdle with our tried and tested tips – which we share with you below. <h2>Qualify High, Hire Fast, Fire Faster</h2>Times like this call for out the box thinking. There’s limited talent out there so when it comes to hiring, you don’t have time to waste.In the past, hiring methods have typically followed the mantra: Hire Slow, Fire Fast. But hiring slow brings risks of losing top quality talent in this competitive market. So, we had a bit of a rethink and devised a new strategy to help you secure top talent: Qualify High, Hire Fast, Fire Faster.We based this new method on a school of thought made popular by Former United States Secretary of State, Colin Powell: the 40-70 rule.Powell states that every time you face a tough decision, you should have no less than 40% and no more than 70% of the information you need to make the decision. If you have less than 40% of the information, the decision will not be an informed one and further research is required. However, if you surpass 70%, it’s likely you’ve spent too long pondering and the decision will end up being made for you. In the context of our current hiring market: if you make a decision too quickly, you risk knowing too little about the candidate and hiring someone who is a bad fit for your company. On the other hand, waiting too long could mean you losing the perfect candidate due to drawn-out processes, hesitation, and over-thinking.This new hiring strategy – Qualify High, Hire Fast, Fire Faster – takes Powell’s 40-70 rule to build a process that allows you to find good talent, qualify them to ensure they’re the right technical and cultural fit, and secure them before it’s too late. And, sincewe know that sometimes your first decision isn’t always the right one, along with all the strong, fast decisions, we also suggest building key fail safes into your hiring strategy to ensure that, on the off chance you make a mistake with a hire, you can protect your business by getting them out quicker than they came in.<h2>How It Works</h2>Before we entered this unprecedented hiring shift, it’s likely your hiring process looked a bit like this – maybe it still does?1. Applicant CVs are screened and shortlisted2. Short screening call with member of HR/recruitment agency3. 1 hour call with manager for introductions and further screening4. Technical qualification round (possibly a take-home task)5. Final, cultural stage with manager &amp; C suite member6. Offer, acceptance, contract negotiation 
This is a lengthy, multi-step process that usually spans over 2-3 weeks and can sometimes even include more steps depending on the seniority of the vacancy.The problem with this process now is hiring companies don’t have time to waste. You need to act fast while being sure you have between 40-70% of the information required to make a confident hire. So, our new model looks like this: 1. Applicant CVs are screened and shortlisted2. Screening &amp; technical qualification call to determine skill fit3. 2 hour call with manager &amp; C Suite member for cultural fit4. Offer, acceptance, contract negotiation This new process allows you to extract all of the information from the candidate that you require to make an informed decision, giving you the same number of hours with the applicant, but reducing the number of steps into a process that can be carried out over a week.You’re qualifying high and hiring fast – giving you a much higher chance of securing top talent before great candidates get snapped up by your competitors. A Note on Technical QualificationsOver years of working with high-growth start-ups, we’ve learned that typically take-home technical qualifications don’t perform well – especially not in this climate. Candidates have to find time outside their daily routines, busy work schedules and family responsibilities to do a take-home aptitude task that can, for busy in-demand candidates, push them in the opposite direction. We’ve found incorporating technical qualifications into an interview round with platforms like Codility results in a much quicker and fluid hiring process with higher satisfaction for all parties.A Note on the Cultural RoundEvery company has their own set of values for their team to live by and the best way to determine whether a candidate fits these isn’t to ask them questions like: “Are you hardworking?” This line of questioning generally results in candidates telling you what you want to hear based on everything they know about your company so far.

Instead, phrase your questions in your cultural round like this: “Can you tell me about a time when you went the extra mile at work to help the company win”. This nudges the candidate towards giving an evidence-based answer that’ll help you clearly determine if their values align with yours.<h2>The Fail Safes</h2>Of course, following qualifying high and hiring fast, we have to also address the third part of this strategy: Fire Faster.In the rare occasion where your hire isn’t right for your business, you need to have fail safes built into your hiring system, allowing you to efficiently handle a less-than-perfect hire. Fail safes are insurance policies when hiring fast. We suggest you work on building the following four into your new hiring strategy to help you navigate potential wrong decisions: 1) ReferencesEven after you’ve done your due diligence, qualified high, and interviewed fast, don’t skip collecting references in the haste to secure top talent. References are an important fail safe that provide valuable evidence your candidate can meet the skills and cultural standards they’ve set in interview.2) OnboardingCreating a solid onboarding strategy is one of the best ways to ensure your candidate is set up for success and can hit the ground running in their new role.3) Realistic, Clear &amp; Stringent ProbationAll new roles have a probation period. Make sure yours is structured in a way that sets realistic and fair goals for the new candidate, expresses these clearly from the outset so they know what they’re working towards, and you’re stringent in sticking to them – if targets aren’t met (unless there’s a reasonable explanation why), the candidate doesn’t pass their probation period. This way, you can ensure you have a fail safe measure to determine if a candidate is right for you while it’s still easy to revoke the agreement.4) RetainmentFinally, once the candidate has received an offer, has been successfully onboarded and passed their probation period, you need to make sure you’re regularly reviewing your culture, management, and pay scales to retain great talent. There’s no use making an excellent hire if they’re going to be dissatisfied and begin to look elsewhere.<h2>Ready to Hire Fast?</h2>We’re seeing companies we’re working with putting these guidelines into practice, acting fast, and scoring great talent. The companies hitting the best candidates right now are those that are acting fast. So, if you’re ready to Qualify High, Hire Fast, and Fire Faster <a href="https://findrs.co.uk/about-us">get in touch</a> with our friendly team – we’ll be happy to help advise you on your hiring strategy and support you every step of the way.

How To Secure Talent Once You've Found It

Following our recent article on <a href="https://findrs.co.uk/how-to-secure-talent-once-youve-found-it">securing the right talent in a candidate-led market</a>, we’re seeing a change in our global economy and as a result, the recruitment landscape. At the beginning of July, the Euro dropped to the same exchange rate as the dollar, emphasising the decreasing confidence in the UK economy. This newsworthy moment has prompted predictions of a recession on the horizon; predictions that have flipped the recruitment market on its head.While this may sound concerning, don’t panic.Although the recruitment landscape looks different from before, it’s not necessarily bad for start-ups. BUT, it is important that you keep up to date with how the market develops so you can prepare accordingly - and we’re here to help.<h3>The Recruitment Landscape</h3>Over the next few months, we expect to see the recruitment landscape shift from a candidate-led market (in which there were more jobs available than candidates) to an employer-led market (where we’re seeing more candidates than vacancies).Both of these markets have their pros and cons, but since we’re shifting from one to the other so quickly you must be prepared to adapt your hiring strategies to accommodate this flux. For start-ups hiring in this predicted recession, the pressure to hire the right person FAST will reduce. While there’s still competition and you’ve still got to act efficiently, there’s less pressure and less haste. You’ll find you need to move away from fighting your competitors for the top candidate, and you may instead find yourself flooded with applications. In these situations, you’ll need to adapt your recruitment funnel and employ enhanced sorting techniques to continue hiring the top 10% of talent for every role without wasting time.All this to say, the market is ever-changing so you’ll need to adapt your hiring strategy on a role-by-role basis, thinking creatively about how to attack each hire to ensure you’re finding the best talent efficiently.<h3>Your Next Steps to Recruiting In A Recession</h3>Ok, so, the economy and recruitment landscape are changing - now what? Now it’s time to adapt your recruitment strategy so you’re prepared for what’s to come. Here’s our top three tips to get you started:1) Build A Robust Recruitment PlanStart by reviewing your organisational chart and ask yourself the following questions:<ul><li>Where are the gaps?</li><li>Which roles are you trying to fill? </li><li>Which vacancies are most important for revenue generation?</li><li>Which roles can you survive without for a while?</li><li>Are there any roles you can combine for the time being?</li></ul>Have a think about these questions and make sure to map your revenue generation against your outgoing employment costs. This is vital in times like these where you need to be focused on lean operational costs to ensure you’re profitable early and continue to grow where others will fall. And remember: this period is all about profitability over revenue. So take a step back, think critically, and determine where you NEED support vs where you would LIKE support in the future. We can help you review and restructure your org chart, just like <a href="https://findrs.co.uk/holland-and-barrett">we did with Holland &amp; Barrett</a> to save you money and time by hiring for fewer roles while ensuring all necessary functions are fulfilled and you’re remaining profitable.2) Focus on Efficiency &amp; Candidate QualificationOnce you’ve reviewed and refined your org chart, it’s time to get hiring. While there’s less pressure for speedy hiring processes, your strategy should still be centred around efficiency and qualifying high. No matter the recruitment market, no candidate likes a long, drawn-out hiring process where they’re made to complete at-home tasks and wait weeks for answers and interview slots. So, the motto still stands: <a href="https://findrs.co.uk/how-to-secure-talent-once-youve-found-it">Qualify High, Hire Fast, Fire Faster</a>. Since you have a lot of candidates applying for each role, you need to develop a screening strategy that allows you to qualify high so you continue to identify the top 10% of talent within your applicant pool. Then, follow this simple strategy: Step 1: Screen &amp; shortlist applicant CVsStep 2: Screening and technical qualification call to determine skill fitStep 3: 2-hour call with manager and C-suite member for cultural fitStep 4: Offer, acceptance, contract negotiation We’re on hand to help you <a href="https://findrs.co.uk/clients">screen CVs and determine technical fit efficiently</a>, by taking the time to get to know your requirements inside-out, conducting initial screening calls, and providing tailored cover letters for you to easily scan and qualify candidates ahead of Step 2 interviews. 3) Don&#39;t PanicOne of the most important things to remember when times get tough like this is don’t panic. It’s easy to start doom scrolling through news outlets and thinking this recession will take over - but we challenge you to view this as an opportunity. Depending on the severity of the recession, tech-giants may be reducing their teams and making redundancies. This is a great opportunity for you to step in and sweep up the market share of top talent, accessing experienced individuals who have already been qualified by top companies. By working with the right growth partners (us!), you could be hooking in seriously talented individuals who have had insight and experience at leading tech organisations like Strategic Blue.So view this as a time of opportunity - not despair.<h3>Here to Help</h3>As always, don’t forget we’re here to help! As a start-up ourselves, we know talk of recession is frightening and there are times when your budget is tight. So, to help you on your growth journey, we operate two pricing models to choose from:Option A) Shared Risk Split Payments — your fee to us for securing your dream candidate will be 23% of their starting salary paid over 6 months from their start date. If the candidate leaves or you have to let them go, you just stop making payments… We win &amp; lose together. Option B) The Traditional Model — your fee to us is based on 18% of your candidate’s starting salary paid on the candidate’s start date. If the candidate leaves within 3 months, you’ll get a fee replacement or sliding scale rebate. This is just one of the great benefits we’ve implemented to help start-ups and scale-ups build the right team, with help from the right team. Find out more about <a href="https://findrs.co.uk/clients">how we can help</a> you hire through good and bad times or get in touch with our team of good people people <a href="https://findrs.co.uk/book-a-call">here</a>.

Recruiting In A Recession: Our Top Tips

Since starting Findrs in 2018, we’ve learned a lot about recruitment. After a period of complete upheaval since the pandemic and the uncertain economy, everything we know about hiring, candidate requirements, and priorities for both hirers and candidates has been turned on its head. So, as the market changes, we also want to change the narrative around recruitment. While many people have negative connotations associated with the recruitment industry, thinking of us “dreaded recruiters” as glorified salesmen who merely want to fill roles to earn a commission, for the Findrs team, recruitment is about so much more.It’s about working alongside a candidate to help develop their skills, portfolio, and CV so they can continue to work their way up the career ladder until they find their dream position or they’re even hiring for their own start-up.It’s about working together with CEOs and founders to help them grow their organisations with the right talent management.And, it’s about building teams of competent, passionate, like-minded individuals that make award-winning scale-ups and start-ups that are transforming the tech industry as we know it.To reflect these goals of being more than just another recruitment business, we developed our own unique strategy that we consider to be the most effective way for start-ups to build efficient teams to help them scale up fast: Hiring Off the Line. This strategy has achieved stats like 100% Assignment completion rate, 90% CV sent-to-interview ratio, and 100% offer-to-acceptance ratio for some of our key clients, because it’s all about a holistic approach to recruitment.Here, we give you some detailed insight into this strategy to help you understand the importance of hiring with the idea of building a great team in mind, rather than an endless (sometimes unsuccessful) search for the “perfect” individual.<h3>What is Hiring Off the Line?</h3>Hiring off the line is our unique recruitment strategy that helps start-ups and scale-ups hire the best talent to facilitate their growth. It works like this:In a typical hiring scenario, a recruiter and hiring manager will gauge a candidate based on their skills and attitude. Once they find the candidate with the “perfect combination” of these two facets, their CVs are shared with the hiring organisation and the interview process begins. Unfortunately, this traditional method has a couple of major drawbacks. Firstly, you may find your recruiter overlooks a great applicant who would’ve been a perfect fit for your organisation because they’re lacking in one or two technical skills. Or, you may end up placing the “perfect candidate” only to find that their personality isn’t really a great fit for your company’s culture - something which, in a large corporation may not matter, but in a small, collaborative start-up or scale-up can have a hugely negative output on team spirit, passion, and productivity.In comparison, Hiring Off the Line takes a more holistic approach because it’s about so much more than a single candidate.<h3>Leadership Teams/The Hiring Organisation</h3>The first factor we take into account before searching for candidates is the leadership style within the hiring organisation. What kind of leader are you? What kind of team are you looking to build?The majority of leaders fall into one of two camps: Type 1: You’re very technically skilled. You’re competent in your programs and software to the point where you’re confident in your ability to teach candidates any skills they may be weaker in. Type 2: You’re a positive and inspiring leader. You can walk into a room and inspire your team with the passion you have for your product and organisation. Consulting with you on your leadership style helps us determine the kind of team you’re looking to build and the qualities that are more important to you in candidates - so we can help you piece together the perfect team.<h3>Candidate Requirements</h3>Similar to the two categories of leaders, candidates also fall into two main camps:Type A: These candidates have the best attitude. They’ll demonstrate unparalleled will and commitment both throughout the application process and once placed in the role. Though they may be lacking slightly in technical ability.Type B: These individuals have the great technical ability. They’re highly competent and check all of the boxes of required skills. However, they may be more process-driven and have a less inspiring or enthusiastic attitude.<h3>The Missing Piece</h3>What Hiring Off the Line does is it then matches the personality types of applicants with hiring managers and colleagues to build exceptional teams. It stops you from overlooking great candidates because they’re lacking in one area or another and allows you access to a larger market of talent tailored to your leadership style and candidate requirements.In the graph below, we rank candidates based on Skills, Competence, and Ability and Attitude, Commitment, and Will and place them somewhere across the line. Candidates rarely score equally high on both axes, but this doesn’t mean they won’t be a good fit for your company.<img class="lazyload" data-src="//images.ctfassets.net/1px9fz6yx651/4mfCeFk2zwtc3UYLHT5GMM/7c96dc0b0ad06b03865a91de8b6b0a26/hotl_blog.png" alt="" />Of course, if applicants score below 50 in either of these areas, they aren’t the best candidate for your role. However, if they have a higher score along one axis than the other, Hiring Off the Line helps us understand where we have the capacity to compromise based on your leadership style and where candidates have the potential to grow into a position with the help of a supportive or inspiring leader, rather than being discarded.For example, if you’re a Type 1 leader (highly technical and confident in teaching necessary skills), you’ll likely build a team of Type A individuals (candidates with a great attitude). This means you can hire for attitude and train for skills to develop the perfect candidate. Alternatively, if you’re a Type B leader (inspiring, motivational, and uncompromisingly passionate about running a team), we’ll help you hire candidates with Type B personalities (high technical ability). In this scenario, you’d hire for skills and inspire attitude. In traditional recruitment methods, the idea that you can “teach” attitude is overlooked. Recruiters are familiar with the idea that skills can be trained but don’t necessarily consider the same can be said for will and passion. But, with the right leadership style and a clear decision on the kind of team you want to build, you can find candidates who score 90:60 in either direction and train for the area they’re lacking.Using this methodology to hire for your start-up team, helps you build a collaborative, like-minded organisation that works well together to increase your company’s profitability and efficiency. <h3>A Note On The Importance of Succession Planning</h3>Once you’ve built this kind of team, it can all fall apart if you decide to plan your exit or sell your organisation. Most successful organisations can run even when the manager isn’t involved/leaves/sells. You need to plan for your succession so the new leader can continue to build and inspire a team of the same personality type you’ve curated so far. Of course, there are occasions where a mix of Type A and B personalities works well. But over the years, we’ve learned that placing like-minded individuals together through holistic team building helps organisations thrive.<h3>Start Building Your &quot;Dream Team&quot;</h3>If you’re looking to expand your team for your tech start-up or scale-up, we’ll be happy to consult with you and get to know your leadership style so you can build your dream team. Don’t hesitate to get in touch with us on 0113 833 5855.

What is Hiring Off The Line? The Best Recruitment Strategy for Building Start-Up Teams

<blockquote>“To be useful, your beliefs should be constrained by the logic of probability.” – Daniel Kahneman – Thinking, Fast and Slow (2011) </blockquote>Have you ever interviewed someone and had a gut instinct that they’ll be the perfect fit for your team? Maybe they’re no more skilled than the other candidates, but something just feels right? – That’s your heuristic brain speaking to you.As Daniel Kahneman explains in his 2011 book, Thinking, Fast and Slow, there are two ways humans approach any situation: logically and heuristically. A logical approach entails reviewing data, analysing facts, and using evidence to reach a conclusion or decision. While a heuristic approach relies on something a lot more primal… gut instinct. This school of thought got us thinking. The same thing happens in interviews: The logical thinker will approach the interview with some technical tests they need the candidate to pass and a scoring system for their answers. While the heuristic thinker will simply ask the questions, let the conversation flow, and make a decision based on how they feel it went. Although neither approach is wrong, the best decisions are made when you use a combination of both, with “beliefs constrained by the logic of probability.” So what does this look like in an interview? <h3>Logical Interviewing</h3>When you’re preparing your interview process for your next vacancy, stand back and make a note of the questions you’d like to ask. Think about what your desired candidate would be like from a logical perspective. What qualities will they have? What software will they have experience with?Note: Questions determined at this phase shouldn’t be solely based on the candidate’s skillset. While their skills are important, whenever we’re speaking with clients throughout their recruitment journey, we encourage them to come up with a list of interview questions that’ll allow them to gauge the candidate on both skills and attitude. Or, in other words, find the right fit both technically and culturally. This can be dependent on a lot of factors including your leadership style &amp; what you’re trying to achieve, but it’s a great way to ensure you’re finding the best fit for every role. We call it ‘Hiring Off the Line’ and you can <a href="https://findrs.co.uk/what-is-hiring-off-the-line">find out more about it here</a>.So, when you’re preparing for an interview, draft a set of at least 3 skills-based questions and 3 attitude-based questions that you believe will help you get to know a candidate’s capabilities &amp; personality type.For example, if you’re speaking with a potential candidate for a Cloud Sales role, you may be interested in gauging their skills in communication, writing proposals, and their knowledge of the Cloud market. From the cultural perspective, you may want to assess their attitude to problem solving or working under pressure. So, devise questions around these criteria to help you determine their proficiency in each key area.
<h3>Heuristic Interviewing</h3>Once you’ve determined this list of questions, create a scorecard for yourself (any anyone else conducting the interview) where you’ll each rank how you feel about the candidate’s answer to each question. For example, if you’re asking a Cloud Sales applicant: “Can you tell me about a time when you’ve written proposals and it worked in your favour?”Candidate A may answer: “I work on proposals all the time. In fact, just this week I worked on 3 proposals and received X response” 

While Candidate B may answer: “Yeah, um, I often write proposals in my current role and they usually receive a good response from the client.”Likely, even reading the examples above, you have a heuristic feeling that you’d be leaning towards Candidate A. Although they both gave the same answer logically (yes, I write proposals that receive a positive response), Candidate A gave their answer with confidence and evidence to back it up, while Candidate B stumbled slightly and their answer felt more uncertain. This would determine what heuristic score you give each candidate out of 10. The same feeling will occur with each question you ask, whether it’s a cultural assessment like “Tell me about a time you went above and beyond and saw positive results” or a skill-based question like the example above. 

So, with each question you ask, jot down your heuristic score. By the end of each interview, you should have a total score that you can use to compare candidates, allowing you to rank them based on Skills, Attitude, and Heuristic Impression. This extra level of assessment will help give you that confidence you’re making the right decision, using a combination of both logical questions and gut instinct.<h3>Review Your Interview Style</h3>Interviewing candidates for your start-up can be tricky, especially in a struggling economy it can feel like the pressure is on to make the best decision as quickly as possible. Or, you may be tempted to hold onto the reigns and delay hiring for fear of the unknown. Whatever stage you’re at, we’re here to help. As your growth partners we go above and beyond the responsibilities of an average recruiter. We’re here to help with everything from determining which hires to make &amp; in which order, to fundraising &amp; investment support so you can grow your team, to helping you prepare the best interview process that’ll have you feeling confident in your big decisions. We even offer shared risk terms to lessen the upfront costs of recruitment and save you time, cost, and risk. Get in touch with a member of our team or find out more about <a href="https://findrs.co.uk/clients">how we help our clients here.</a>

Heuristic Interviewing vs Logical Interviewing

As the job market continues to evolve, many start-ups are faced with the challenge of attracting and retaining top talent. Despite the recent wave of redundancies, the competition for the best and brightest employees is still as intense as ever. In this article, we&#39;ll explore the challenges start-ups face when it comes to talent acquisition and offer some tips on how to overcome them.<h2>Even during a time of lots of redundancies, it&#39;s still competitive for the best talent</h2>The recessionary period over the last few quarters has led to widespread layoffs, but it&#39;s important to remember that the competition for top talent remains fierce. While some people may be looking for stability, others are taking advantage of the current market conditions to pursue new opportunities. As a start-up, you&#39;re going to have to fight for the attention of these candidates and make a compelling case for why they should join your team.<h2>Start-ups will be seen as the riskier option due to a percentage of them going bust</h2>One of the biggest challenges start-ups face when it comes to talent acquisition is convincing people to take a risk on their company. While start-ups have the potential to offer exciting opportunities and fast-paced growth, there&#39;s also the higher risk that the company could go bust. To overcome this challenge, you&#39;ll need to be transparent about the risks and opportunities of working at your company and make sure you have a solid plan in place to mitigate the risks.<h2>Double down on storytelling and the vision of the company to recruit great people to your cause</h2>One of the most powerful ways to attract top talent is by telling your story and sharing your vision. People are more likely to join a company that has a compelling mission and a clear sense of purpose. So, take the time to develop a compelling narrative that showcases your company&#39;s unique value proposition and makes people feel excited about the future.<h2>The cost of living is at the forefront of people&#39;s minds. You need to build packages with a competitive salary and equity/options</h2>Another key factor to consider when it comes to talent acquisition is the cost of living. To be competitive, you&#39;ll need to build packages that offer a competitive salary that&#39;s in line with inflation and benefits, as well as equity or options. This will help you attract top talent and ensure that your employees are motivated to stay with your company for the long haul.<h2>Even with all these things, speed is the common denominator.</h2>Finally, it&#39;s important to remember that speed is key. In today&#39;s fast-paced job market, candidates are quickly snapped up by other companies. To be successful in your recruitment efforts, you&#39;ll need to move quickly and make decisions quickly. Make sure your recruitment process is streamlined and that you have the right tools in place to identify and engage with top candidates quickly and effectively.To sum up, the competition for top talent is as intense as ever, and start-ups face unique challenges when it comes to attracting and retaining the best employees. By telling your story, offering a competitive salary and benefits package, and moving quickly, you can successfully compete for top talent and build a strong, dynamic team.

For queries and support, please email hello@findrs.co.uk

Founders Still Need to Compete for Great Talent: A Guide for 2023 Start-Up Recruitment

Even during a time of lots of redundancies, it's still competitive for the best talent

Start-ups will be seen as the riskier option due to a percentage of them going bust

Double down on storytelling and the vision of the company to recruit great people to your cause

The cost of living is at the forefront of people's minds. You need to build packages with a competitive salary and equity/options

Even with all these things, speed is the common denominator.

Explore More

What is Hiring Off The Line? The Best Recruitment Strategy for Building Start-Up Teams

Heuristic Interviewing vs Logical Interviewing

How To Secure Talent Once You've Found It