5 Places Startups Can Find Talent

5 Places Startups Can Find Talent

A startup always starts as a solution to a problem, but that solution can’t be executed without the vital ingredient that is top talent.

The process of recruiting talent can be overwhelming, but it’s actually the most important thing you can do for the growth of your startup. When screening talent, you as the startup recruiter need to learn what experiences your candidates have that both prove their familiarity with the role, as well as their ability to perform well down the road.

Ask about their experiences when working on a demanding project. Be sure to hone on how they were able to contribute to that project. A smart way to gauge a candidate’s capabilities is by asking them to create work for you during the interview, for example, drafting a line of code to perform a certain function or even just bringing their work samples to the in-person and presenting them to you.

Whatever you do in the interviewing process to find that perfect fit you need to start with step one and find candidates.  Advertising an open position of a job site could work, but your competitors are doing the same thing. Fortunately, we’ve compiled a complete countdown list of 5 places you should be looking for your Startup Top Talent.

1. The Usual Approach: Fresh Graduates

The tried and true approach: Higher education is still a significant market when sourcing for talent for your startup. Having companies that invest in hiring students from universities helps complete an ecosystem that builds top talent.

Startups need to connect with local colleges and universities, so they have access to referrals of promising students. It’s also important to broaden your search by looking at students with different background and majors.

Colleges and universities have also noticed that they are a nursery for new startup talent, and they are open to creating career opportunities for their students. About 60 prestigious schools like Princeton and Stanford, are partner with companies and online platforms to help their graduates land dream careers straight out of school. Harvard and Northwestern to the University of Pittsburgh and Florida state have collaborated with businesses to create an entrepreneur-in-residence program. Students gain valuable hands-on knowledge, mentorship, and a look into their desired career space, while companies get access to top talent.

In the grand scheme of things, building connections with first-class talent and having them to join your startup are essential steps to building your business. Read our suggestions for 10 responsibilities of a high-growth startup CTO (Chief Technology Officer) for more information.

2. All is Fair in Looking for Jobs

A direct, quick way to meet talent is at a job fair. Job fairs are an easy recourse for startups and candidates to connect at a large scale quickly.

Websites like The Muse and Github have Daily have information on what is happening in the startup industry, providing job seekers information about your company before they meet you. Other job fair guides can teach job seekers best practices when maneuvering the job fair space. Job fairs are a controlled space for finding future employees who are ready to take on a startup role and are actively job seeking.

3. Summer Camps: Now Training Young Entrepreneurs

Usual summer activities are being lazy on the couch or being suck at a terrible summer job that offers no professional growth. Fortunately, the trends are starting to shift for more preprofessional programs that will give you a let up after graduation. Surprisingly, traditional summer camps are introducing entrepreneurial and business-focused classes for students that are starting with high school.

These specialized camps are a hot spot in finding interns who could potentially be your future employees. Another benefit in your connection with Gen Zers is the insight you have in younger consumers and the latest in market trends. Investing in a Gen Zer in a summer program can give you a well-qualified intern and possible an excellent future employee.

4. Cradle Robber: Training Programs For Gen Zers

Training programs are viral when looking for top talent. Typical examples of these programs are high school equivalency programs to apprenticeships, internships, licensure preparation, and specific skills training. What these programs have in common are how they can help workers avoid unemployment or underemployment. The goal of these programs is to help young professionals learn skills they need so they can be put in touch the direct contact of startups and organizations seeking new and excited talent.

One detail about these programs that make them successful for startups is the hybrid and blending learning strategy they use. For example, a lot of training programs offer mixed levels of information that are taught with in-person lectures, meetings, internships, and apprenticeships. Larger enterprise companies and other organizations have also found the value of this teaching style and have started implementing this in their internal employee training programs.

5. Your Golden Egg: The Marketplace

The marketplace has been instrumental when sourcing for top talent. You can search, identify, interview, and hire all in one app. Skillgigs is a top talent marketplace where employers can self-serve their sourcing and have access to thousands of responsive top talent. Using our state of the art bidding to get started feature, employers see at least a 60% response rate, which is 30x our competitors at LinkedIn.

To gain access to the Skillgigs marketplace and thousands of responsive talent schedule a demo here.