When talking about startups, entrepreneurship and versatile teams may be two of the first few things that come to our minds. But despite having its pros, this powerful mix also has its challenges.
One of them is making it harder to discern what the teams are and aren’t capable of doing. Or, better yet: what can be done and what can be delegated.
One of the things that can be mischievous in this analysis is the herculean task of hiring new talent to join your team.
When the day comes and upscaling is a necessity, it may be tempting to do it by simply allocating existing employees, who are already performing other roles, to take care of the recruitment process.
But doing this isn’t as simple as it seems; by taking this task upon themselves, a lot of time is wasted scouting less-than-ideal people in less-than-ideal platforms, most likely without the aid of specialized software and without a dedicated team who’s familiar with the specific ins and outs of hiring in tech.
In fact, the hiring process in itself is prone to casting mistakes when people see themselves in uncharted territory, especially in such a niche and competitive area like tech.
Adding on that, startups are known for being a fast-paced environment where you’re expected to have your hands full at all times, which can open the door to a rushed recruitment process and hire someone that ends up not being a fit. If this is the case, and especially if it happens more than once, there’s a rotation happening that consumes far too much time, money, and human resources.
We all know there are only so many hours in a day — if the teams are focused on peripheric tasks, less time and attention will be spent working on your own product/service. Lifting this role from the shoulders of teams that are constantly struggling with time adds value by itself — but that’s not all.
What’s the advantage of outsourcing the recruitment process?
We understand that having the right tech talent on your side can make or break a growing startup. It’s a decision that will directly impact your company, especially with smaller teams where you can actually feel what each person is putting in.
By hiring a specialized partner to handle recruitment, you’ll have access to a much bigger talent pool than job boards and social media. Your team will be able to keep their schedules fully devoted to your product while trusting this process to the hands of a dedicated team specialized in tech recruitment, which reduces the time-to-hire from weeks to days without compromising on quality.
Outsourcing this service is both a short and long-term investment.
To paint a bigger picture of what we mean, the cost of not hiring or hiring poorly is much higher than the hiring cost of a good tech professional. According to this Harvard Business Review’s article, avoiding a toxic employee is worth about $12,500 in turnover costs, while having a top performer added around $5,300. This doesn’t even take into account other potential costs (like litigation fees, lower employee morale, and upset customers).
A bad hire ends up creating a sort of negative ripple effect across the organization, dragging along a financial and morale toll: companies end up having extra costs during talent acquisition and onboarding, which usually includes several days of orientation and training, plus some buffer time while learning the role — all this while paying a salary and allocating other employees to show the newcomer around — and the money is then lost on both time and resources spent, and, of course, on a replacement.
Given the personal investment the other employees make with each new hire, a turnover also creates less productivity and directly affects morale and motivation, especially among the people that were involved in the training process.
It’s also worth noting that this mistake undoubtedly deduces the progress you could’ve made from hiring the right candidate sooner, and most likely will dump more work on the capable colleagues that are now in damage-control mode. It’s preferable to find a good fit on the first try (and all the others that’ll follow), which is why outsourcing is such a game-changer.
With specialized teams, there are necessarily fewer casting errors, if any, since we are better equipped to provide a thorough hiring process and help clients reduce time-to-fill. After all, that’s what we do best. And in our case, we’re not just a recruitment agency; we’re a recruitment agency specialized in tech.
What do we have to offer?
As we’ve said before, hiring people is very time-consuming and expensive even if it all goes smoothly — and in a rushed recruitment process without a specialized team, smoothness would certainly be an unexpected surprise.
Since starting a business already has challenges of its own without even taking into account anything related to a hiring process, we wanted to take a step forward and help startups get top talent without doing budget overkill — that’s why we created a special Startup Package which includes employer branding, talent acquisition, pre-screening, and a replacement policy. To understand a bit better the mechanics behind our hiring process (especially during these pandemic times), you can also check out our article about remote hiring.
Besides handling all the technical side of hiring, we also make a stand of being available every step of the way until you land the perfect person to grow your company. That’s why you’ll also have a dedicated success manager ready to advise you.
If you’re not quite sure if this investment is right for your business, you can learn more here and also book a demo with us to see how it goes, no strings attached.
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