Here's my Talent Acquisition strategy for startups: Early stage and growth-stage ๐ ๐ฑ ๐๐๐ซ๐ฅ๐ฒ ๐๐ญ๐๐ ๐: Strategy: - Establish a minimum viable talent acquisition framework Priorities: - Establish company culture and values. - Set up basic recruitment processes Key Approaches: - Adopt a first principles approach. - Plan for wobbly hiring. - Establish Employer Brand & leadership personal brands Common Mistakes: - Rely heavily on recruitment agencies. - Lack of strategic 3rd party support. ๐ ๐๐ซ๐จ๐ฐ๐ญ๐ก ๐๐ญ๐๐ ๐: Strategy: - Lay a robust framework for scalable hiring. Priorities: - Feedback gathering mechanisms to guide strategy. - Build TA capability Key Approaches: - Manage scaling with human touch. - Optimise CX at scale. - Focus on strategic talent pipelining: Common Mistakes: - Build in-house team too quickly or not at all. - No flexible TA resource. Anything Iโm missing People & Talent professionals? __________________________________ Follow me to stay part of the convo โ๏ธ ๐๐ฉ๐ฐ๐ถ๐ต ๐ฐ๐ถ๐ต ๐ต๐ฐ ๐๐ช๐ฆ๐ณ๐ณ๐ฆ ๐๐ฆ๐ณ๐ถ๐ฃ๐ฆ๐ญ ๐ง๐ฐ๐ณ ๐ต๐ฉ๐ฆ ๐ฑ๐ฐ๐ด๐ต ๐ช๐ฏ๐ด๐ฑ๐ช๐ณ๐ข๐ต๐ช๐ฐ๐ฏ #talentacquisition #hr #hiring #recruiting #startups
Over reliance on referrals in early days can sometimes be dangerous. Unfortunately sometimes the only folks they can convince to join!
Your infographics are always ๐๐๐
Another awesome infographic Adriano ๐
Establishing the values and environment is so crucial yet many start-ups have the mentality of getting people through the door, worry about culture later.
what's wobbly hiring? asking for a friend ha
Bookmarking! This communicates a lot of information in a small amount of space! Feeback mechanisms are big. Firms entering growth stage will need to invent/deploy them to understand talent outcomes post-hire.
I would add to Growth Stage: Key Approaches: "Focus on strategic talent pipelining," operational efficiencies, candidate experience, candidate quality, and candidate diversity. (Delete Optimixe CX at scale. It's important, but the balance of this list is, too.) Success indicators: Quality of hire, diversity metrics for new hires + promotion/advancement Common mistakes: Reactive, homogenous hiring. High turnover. No diversity strategy. Good stuff!
๐ต The key approaches like adopting a first principles approach, planning for wobbly hiring, and building an employer brand demonstrate a thoughtful and strategic mindset ๐ . ๐ด Additionally, the emphasis on strategic talent pipelining in the growth stage aligns with forward-thinking recruitment practices. ๐ One additional consideration could be incorporating ongoing learning and adaptation as the industry evolves. Keep up the great work!
Redesigning PowerPoint; Global TA Lead at Ericsson | Podcast Host | Driving creative ideas in the workplace.
2moLove it. I would add one more row: Tech: Startup: Keep it lean; use tools like Notion Growth: Invest in an ATS. Check out Screenloop for smaller businesses.