1. start-ups lack a strong employer brand

start-ups face tougher challenges in new talent acquisition, because they have to convince suitable candidates that they are a better employer compared to larger companies.

For instance, take a software developer who’s browsing for a new job online. They might stumble across a job advertisement from a big bank they’re very familiar with, followed by one from a new fintech company they’ve never heard of. The developer is much more likely to apply to the job offered by a more established company, whose offer seems more secure.

Companies who want to attract highly skilled talent should first strengthen their employer brand. This includes getting the word out about their company culture, opportunities and incentives, and spotlighting a more agile environment that’s not as common in larger, more conservative MNCs.

In order to stand out more from your competitors, working with a recruitment agency might be better than hiring directly. It allows you to partner with an organisation that will take the time to understand your company values, business goals and hiring requirements. They would also serve as effective ambassadors for your employer brand, encouraging ideal candidates to consider opportunities at your organisation.

2. discriminatory hiring practices in start-ups

Beyond being able to tap a wider pool of talent and foster a culture of inclusivity, there are other factors that will impact your hiring strategy - one of which is Hong Kong SAR’s regulations to ensure that employers do not engage in discriminatory hiring.

One of the most common issues talent encounter during the hiring process is being discriminated against for their personal attributes, such as age, race, gender, pregnancy or marital status, disability and mental health conditions.

You can avoid the headaches associated with employment laws and the human resources issues that some start-up companies face. In order to maintain compliance and secure talent without worrying, it’s easier to work with recruiting agencies who are already familiar with the local regulatory landscape.

Recruitment agencies like Randstad provide highly-specialised recruiters who are trained to screen, shortlist and place highly-qualified candidates in front of you for an interview, allowing you to focus solely on making the right hire. We also have an in-house contract administrative team to help you with labour-intensive tasks such as contractors’ leave, payroll and employment visas.

In today’s candidate-short market, it’s especially important to look beyond the traditional “ideal hire” and keep an open mind not just for talent diversity but career backgrounds.

By focusing your recruitment strategy on finding the best-fit talent for your team, your business will grow to be more innovative, resilient and adaptive to change.

3. longer hiring process

A common pitfall for tech companies is believing that in order to succeed, they must hire people like FAANG (Facebook, Amazon, Apple, Netflix, and Google). Consequently, they fall into the trap of frustrating top candidates by conducting too many interviews.

The Tech Talent Expectations survey also showed that Hong Kong SAR’s tech workers are rejecting job offers due to a fundamental disconnect between hiring managers and tech candidates.

42% of respondents said that they rejected job offers during the interview process because they did not have a positive impression of the hiring manager. Meanwhile, 34% of respondents rejected offers because the interviewer did not have an adequate understanding of the job or role that they were hiring for.

Hence, it is crucial for interview processes to be efficient and thorough. Hiring managers need to ask the right questions, be transparent and provide detailed information about the company and the available role. If there are no compelling reasons for them to change jobs, tech candidates are likely to stick with their current companies where they can continue to be engaged and upskilled.

Having a meaningful human touch can help employers stand out, especially when they are trying to engage and attract top candidates.

Our experienced recruiters use the interview process to ascertain if a candidate’s interests and relevant skills are a good culture fit for the company and the job opportunity, while sharing much-needed first-hand information about the business to make candidates feel valued.

hiring strategies for tech start-ups

Should start-up companies work with a recruitment agency to hire the talent they want? In short - yes.

With the tech talent shortage in Hong Kong SAR, start-up companies can work with recruitment agencies to build a strong employer brand and effectively market their organisation - two crucial elements for any company looking to navigate a new business landscape with unfamiliar regulations.

The recruiting process involves more than just giving recruiters the job description and budgeted salary, and requesting a shortlist of qualified candidates. Instead, if you know how to work with a recruitment firm, it’s a comprehensive, high-touch process that helps you find, screen, and successfully hire top-performing talent for your business.

Partnering with us means you get access to a talent pool of IT professionals and recruitment experts who know your industry inside out. Rather than being interviewed by someone who may not fully understand industry-specific roles, your candidates will connect to a recruitment specialist who can determine if they’re truly a good fit for the role and the organisation.

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