Recruiting as a startup can be a terrifying endeavour. There is so much to think about and sometimes only a scarily tight budget to make it all happen. Though recruiting can be a long process, building out your employer brand to attract and entice people will benefit you in the short and long term. We don’t mean to spook you, but we’ve rounded up some of the spookiest recruitment facts we could find, as well as how to combat them!
The competition is fierce. More companies than ever are hiring, which means as a startup, you have a lot of competition for top talent. This can be especially tough if you don’t have the same resources to offer your potential candidates as a big company would. We have a blog laid out for how to fix some of your hiring problems. We also highly encourage you to hone in on what makes your startup special and what gives you an edge in the hiring market.
2. 83% of people are actively looking for a new position
Employees are on the move! With 83% of poll respondents admitting they are actively looking for new opportunities your startup needs to stand out from the crowd. Dust off your employer brand (don’t have one built yet? we can help!) and make sure your recruitment process is streamlined and efficient to capture the attention of top talent.
3. The length and complexity of your hiring process matters — 60% of candidates have quit a job application process midway because of the time or complexity
This is not a new stat and we have written plenty of articles about the hiring process and why companies need to keep the timeline tight. When it’s a job seekers’ market, they don’t need to wait! Here, communication is key. Be available to answer questions, give them a timeline of how things are moving along, and make sure that timeline doesn’t involve them waiting too long for an answer.
4. 43% of Gen Z candidates said they would leave a position that didn’t have opportunity for growth or advancement
With Gen Z making up just over 20% of the workforce in Canada it’s important to retain top talent. Evaluate career growth opportnuites available in your startup and highlight them in your job postings.
5. 89% of candidates think an employer’s career website is important for deciding if they want the job
What kind of shape is your career page in? Just because you aren’t a big, established company, or you rely on social media for your recruitment marketing strategy, potential talent is still going to land on your career page eventually. You need to ensure you’re giving potential talent what they need so that they A) know exactly what the role is, B) how to apply for said job, and C) understand how they will fit into your company. We have a list of four mistakes you should avoid making on your startup’s career page. Don’t scare them away with your webpage!
6. Almost ¾ of applicants will only apply to a company that matches their values
Remember that key sentence just above: “How will they fit into your company?”. Clearly stating and articulating your company values is exceptionally important. These days, a lot of working talent cares more about the impact the company they work for has on the world than factors like a ping pong table. Make sure you take the time now to define what your company’s values are because missing out on a huge chunk of the candidate market just because your they aren’t clear would be a huge mistake.
7. 89% of candidates check out your business before applying for a job
Who DOESN’T have nightmares about being stalked? Well… your potential hires are watching you. What do your social media, career page, website, and reviews say about what it’s like to work at your startup? When it comes to your brand and your reputation, make sure you’re putting your best foot forward. Fill your feed with valuable things, follow and engage with other businesses that uphold the same values, have employees share their experiences, and make sure you read these other tips on our blog.