The need to remain on top of the game or reach the unicorn early creates a tussle for power among start-ups, especially in tech hiring. With every start-up vying to place the best tech talents in the market and the developers constantly looking for potential employers, the struggle is never-ending.
That creates a cycle, with the talents moving on to the next best offer and the developers searching the market for lucrative opportunities. So, here is a scenario where a hiring manager spends days looking for the best applicants, checking their skill sets and experiences, and picking a suitable candidate. The question is, what is the guarantee that the tech talent thus shortlisted will join you? There is simply none; as a result, you move on to the others down the line and then waste a few precious hours repeating the same process.
While it may look like a never-ending struggle, some actions, like making hiring a global phenomenon, can help.
Yes, we know skill sets and experience are vital in hiring, but why not think outside the box and employ talents based on their skill sets alone? Research from Mckinsey indicates how giving more weightage to individual skill sets can deliver the best results. So, why emphasize locations or experience when you can have top-class talents from anywhere available for hire?
Studies show that today's talent market looks for flexible and quantifiable opportunities. The lure of a better position or pay package is not attractive to the new crop of talents who want to get their hands on projects that can enhance their skill sets.
While that may mean we are still in for a different mindset about salaries, hierarchies, or promotions, we have reached a middle stage. The stage is set for the future of work, where technical talents will want to expand horizontally within organizations or projects and enjoy the freedom it offers. Therefore, the need of the hour is for start-ups to understand the changes in the developer market and work towards achieving them. It will not do to make mistakes that can cost at a later date. So, why look for developers based on their locations, rather than their skill sets, experience, and budget?
That’s why talent management platforms can work very well in this scenario.
Are you looking for NodeJS developers? Do you want to hire angular or angularJS developers to work on your projects?
The talent management platforms can help you there and for many other profiles that may come up in your start-up.
Talent management platforms are more than just companies that hire developers from the market on your behalf. They are platforms that vet and verify candidates, assess their skill sets, and more. As a result, you have a NodeJS or Java developer who is guaranteed to give you better performance, without the hiring woes.
So, how can a talent management platform help a start-up like you bring skillful, experienced developers on board?
The idea is quite simple; let's take CodeMonk as an example to demonstrate how it works:
Step: 1
Many developers and other technical talents look for interesting gigs with faster turnaround times. Other technical talents in the market love the flexibility such project-based opportunities offer and register their profiles in these talent management platforms.
As for CodeMonk, when a Java developer, data scientist, or FINTECH expert places their profile on the portal, it first asks them to verify their credentials. The vetting process involves comprehensive tests such as:
After getting that information and ensuring the person has the right technical skills, the next step is looking for documentation to finish the KYC.
Now, the developer or the technical talent will appear in the search results for any job poster.
Step:2
The second step is where you come in as a start-up or hiring manager. So, if you are a fintech start-up with an aim to engage a developer on a project, you need to post a job description on the platform.
Since the rules work both ways, you can complete a simple registration process (a one-time affair) and start posting jobs or checking talent profiles on the platform. You can then shortlist or pick candidates depending on your requirements.
Since there are thousands of vetted developers available on the platform, you can have your pick from the lot and call them for the interview/final review.
Step: 3
Since all the initial assessments and document checks are complete, you can place the candidates on the job with a minimum one-on-one to ascertain if they are on the same page.
Now the ball is in your court, entirely- you hire them for any duration you need, depending upon their availability and your necessity.
What you gain here, therefore, is an employee who is vetted and verified and ready to work within your allotted fund limits too.
It's not just one time or for one project. You can come back again, post requirements whenever you need them, and instantly hire talents from anywhere. And you get someone with enough experience and expertise to help you with the projects without the hiring hassles.
As an organization, your immediate requirement is to pick candidates who can do justice to the job at hand and more. The hiring managers look for the creamiest of crops in the market to work with them.
Talent management platforms can facilitate this and even place specialists from all over the world to work with them. You are no longer restricted to one place or one geographical location. There is no question of relocation allowances or worries about if a talent will fly over half the world to reach you in time to take over the reins.
The idea is to hire smartly, without age-old prejudices and practices. Now that you've reached your goal of getting the best people for your job, you can join the trend and reap the benefits.
However, if you are still not convinced about placing hiring developers beyond your geographical limits, all is not lost. You can still hire developers within your geographical boundaries and call them to work with your organization.
Yes, CodeMonk understands the need to cater to different setups and organizational standards. You can still check the talent profiles, ascertain their locations, and keep it your priority to get developers from your area. While the result is the same, you get the best talent to work for you from anywhere, whether globally or locally.
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