The impact and challenges of recruitment in the Scale- Up organisations

The crucial element for companies to drive growth and scale smoother is to have a very competitive talent acquisition team in place.

We often hear that businesses want to scale each year by gaining new customers, new systems, and implementing the best technology. On the other side of the coin, we don’t necessarily hear about how businesses are going to grow internal teams and how they are going to source the right talent.

One key challenge of recruitment is finding the right talent, especially for SaaS businesses! Many factors go into making a successful company, and having the right team in place is crucial.

When it comes to talent acquisition, there are a few things that I personally think are important to keep in mind. First, you need to have a really clear understanding of what your company culture is and what kind of team you want to build. Trying to attract talent that isn’t aligned with your culture is just going to create conflict down the road.

Second, you need to be willing to invest in your recruiting and development efforts. A lot of times companies will try to cut corners when it comes to recruiting and?employee training, but this is a mistake. It’s important to put the time and money into finding the right people and growing your team.

If you look at the current structure of the well-established businesses, their Talent Acquisition function is similar to the sales (more precisely, outbound). It is divided into Sourcer, Recruiter and Coordinator. What's their functionality?

Sourcer: Skilled individuals who are proficient in using different techniques to access the right talent, through Social Media platforms & Communities. Their main responsibility is to fill the pipelines with ideal candidates, (a combination of SDRs and marketing initiatives), to provide leads for the Recruiters.

Recruiters: Essentially, these professionals serve as liaisons between hiring managers, or organizations seeking qualified candidates, and the candidates themselves. They are responsible to oversee the hiring needs on a company level and also to create and execute different strategies to meet the overall demand by ensuring the best experience for hiring managers and candidates.

Coordinators: Very organized individuals who focus on facilitating the flow of candidates through the recruitment process. Their job begins when applicants first respond to a job opening and ends when the position is filled. They work closely with recruiters, external partners, and resources to guide the best candidates through the interview and hiring process. The Coordinators are also conducting the off-boarding of candidates to measure the satisfaction rate (NPS).

Is that enough? NO!

Two crucial factors are in the game as well.

1.?????Your branding matters

?There are a variety of skills and talents organizations look for, employers need to consider what candidates are also looking for and how they can fit in the business by assessing what makes them IDEAL. That can involve taking time to reflect on what makes you stand out, and how that fits into what the increasingly candidate-driven market demands.

?In some cases, the talent might prefer to work remotely or another might have a more hands-on approach to that topic. Whatever preferences they might have, as the organization you should be able to assess this in- field feedback to support the talent teams by implementing a strong and easily digesting employer brand.

?Nowadays candidates have a ton of options available, and you can not expect the application to fill your pipelines. Therefore, you need to be specific about your value proposition to gain a measurable advantage (through feedback) and attract the right audience to your business.?

2.????External support is a game-changer factor

?If your recruiting ego is on the game, then fuggedaboutit! Not all recruiting teams are flowing machines that can hire the best talent on a budget overnight. Scaling your recruitment capacity is challenging, and with companies “snatching up” talent the lack of resources will work against you and hardly affect the deadlines.

Collaborating with RPO or agencies that can support your talent teams to “out muscle” the competition by giving you more options and a larger talent base where you can tap in at any time, is a game-changing factor that goes in your favor.