Three-quarters of U.S. businesses say a lack of tech talent has seriously hindered their ability to grow. In an environment where even the country’s best companies have trouble recruiting tech experts, how can a startup hope to compete?
Good news: Startups are actually in the perfect position to attract tech talent. Here’s how to recruit wisely.
The New Tech Role Reversal
In the early 2000s, a big boom in the technology sector left many companies with the impression that they could pick and choose their tech staff. The market was flooded with tech newbies who wanted to work in the field.
Today, the field has narrowed and there’s been a role reversal. Sure there are plenty of tech workers out there; What you need is a tech expert. Top talent can be choosy about employment. Be prepared to sell your company to candidates, rather than expecting them to sell themselves to you.
Show the Power of Small
Because tech experts can afford to be picky, stand out from your competition by emphasizing the qualities that make your startup attractive. For example, in a small company a tech director can make a big impact on shaping the company’s future. They may be able to pursue their vision without frustrating layers of bureaucracy.
Research shows that millennial workers in particular are attracted to small businesses, startups, and entrepreneurial organizations. They want to feel that their work really matters, and a startup environment can support that desire.
Put Culture at the Forefront
Tech talent is often attracted to startups because of the company culture. This is why your culture should be a big part of the pitch you make to new recruits.
Finding the right culture fit is good for your organization and good for your employees. Nobody wants to work somewhere that feels like they don’t fit in. Culture mismatches contribute to a 50% annual job turnover rate in the U.S. and make employee retention one of the most stubborn issues for any business owner.
So emphasize your cultural qualities to tech candidates. If your startup is informal and laid-back, which tech workers tend to prefer, don’t miss the opportunity to mention it during the recruitment process. If you offer endless free organic coffee, that perk alone could seal the deal.
Hire Based on Personality Matching
Culture fit works hand in hand with personality. And in a small startup, each individual personality is vitally important to day-to-day productivity.
Tech skills can be taught, but personality can’t. If your tech manager doesn’t have the right personality for the job, you’ll face ongoing frustrations with development and project management.
This is why many startups look to personality matching services for help. Like dating apps for employment, these services use science and technology to sort through candidates and make good job matches.
What are the best personalities for top tech talent? They should have these traits:
- Self-aware
- Persistent
- Able to accept criticism
- Good delegators
- Decisive
- Forgiving
- Collaborative
- Good-humored
- Honest
Break Diversity Barriers
Keep in mind that your next tech guru might live in another country, speak another first language, or be totally unfamiliar with your business model. Be willing to break down barriers if you want to tempt top talent.
Your tech manager doesn’t need to understand your exact product or services in order for your startup to be successful. You can teach them about those things. During the hiring process, focus on the unchangeable aspects of candidates, like personality and individual desires.
Ready to hire top tech talent and make sure they stick around? Sign up for a free trial of GoGig, a leader candidate personality assessments. You’ll be able to search for candidates that best match your company culture and hiring criteria.
