Why Tech Startups Need Strong Recruitment Branding

October 16, 2017

We’ve been in the recruitment and tech industries for many years, and we’ve seen a lot change along the way – especially in the tech startup space. Startups were once seen as an opportunity to get rich quick, and now they come and go everyday. As the experts they turn to in order to source their talent, we continuously bump into a crucial mistake with the early stage startups: underinvestment in their recruitment brand. By placing product launch and development first, recruitment branding often falls to the wayside – but it doesn’t have to.

Read on to find out why strengthening your recruitment brand matters, how it could be costing you talent, and discover some quick tips and tricks to get started!

You are facing fierce competition.

In the last few years, especially in markets like Vancouver, we have seen a low supply of qualified tech talent. With a global skills shortage on our hands, you are playing on the same field as every other tech company out there, and trust us – it’s a crowded market.

Without a recruitment brand…

Candidates are sometimes hesitant when they hear the word “startup”, and may turn to more well-known companies that appear to be more secure and financially stable. If a technology company has a slick website and features how great their company culture is, the candidate won’t think twice about a startup that doesn’t make an impactful first impression in the first few seconds. In short you lose the opportunity to engage that candidate simply because you didn’t have a strong, compelling recruitment brand.

Candidates will judge you by your digital presence.

There have been many times where we have been approached by small startups looking to recruit employees who have experience working at top companies like Amazon and Google. It’s a tall order.  So, when we do get the candidate’s attention we focus on ensuring a great fit and generating excitement about the job opportunity but it can fall flat quickly if candidates aren’t able to find simple elements like a company website, or LinkedIn page and likewise Linkedin profiles for their employees.

You can strengthen your recruitment brand by…

Investing in a few key elements like creating social media channels (Facebook, Twitter, etc.), a LinkedIn company page, a personal LinkedIn profile and putting together a basic website and logo – all of which you can do cost-effectively.  Try building a simple website using templates from Squarespace, and create a free Hootsuite account to manage your social media content. Is your personal LinkedIn profile sparse? Fill it up with your experience, and ensure that your current position links to your company LinkedIn page! Candidates will look to all these key pieces to determine whether your team is the best fit for them, and every detail counts.

Here’s an example of a Vancouver startup, HeadCheck*, who have done an excellent job with their recruitment branding through their website and social media presence on our three recommended platforms: LinkedIn, Facebook, Twitter.

Keep this in mind: if you are a young startup, the quantity of your content will not matter so much as simply having a presence. While launching your product may seem like the biggest priority for your business right now, it’s important to remember that you will need to attract quality talent in a crowded market to grow and thrive – and that’s why investing time and effort in your recruitment branding online is more important now than ever before.

We’ve recently partnered with BC Tech to deliver coaching, mentorship, and best practices through their newly launched Recruiter in Residence programIf you’d like more information on how to source and recruit passive talent on a global scale through these monthly workshops or 1-1 coaching sessions with us, click here.

Want to learn more about our take on industry news, best practices and common missteps? Read more of our insights here.

*HeadCheck  provides a complete concussion testing, management, and protocol implementation solution for sports teams and leagues at every level of play. The company’s mobile app is used to run baseline, post-injury, and return-to-play concussion tests directly from the sideline. The app features a number of gold standard concussion tests aimed to assess key identifiers such as: symptoms, balance, motor coordination, vision, and neurocognitive function. The easy-to-use app improves the accuracy of testing, speed, and workflow required for sideline identification and post-injury management of concussion. All data is time-stamped and securely stored for convenient access to allow athletic therapists, doctors, and other medical professionals to make informed data-driven decisions. HeadCheck also features a web-based data analytics platform allowing administrators to track protocol compliance, decreasing the risk of concussion mismanagement. Data analytics are further communication via monthly account-specific reports, providing administrators complete transparency regarding the overall state and health of their organization’s concussion protocol.

 

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