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Why should start-ups consider talent mobility?

Recruiting the best talent for start-ups is a challenge to almost all hiring agents. One of the prime reasons why potential job applicants refrain from approaching start-ups is lack of brand image, no future prospects, poor HR and very few benefits. The rate of attrition is high in such settings and many start-up CEOs (our clients) are not in a position to arrive at a concrete solution.

As professional recruiters and sourcing agents, it is quite a challenge for us to source the best talent for start-ups. After deliberate and futile attempts, some of Han Digital’s Talent consultants chaired a meeting with our clients and suggested talent mobility amongst staff.

During the meeting, we noticed that start-ups offered no scope for career growth to the candidates. Our preliminary findings (candidate feedback) suggested that candidates were not given a clear picture of their position in the company, which made things even worse.

Since talent mobility is only applicable to established organisations, we believe that it can do wonders to start-ups as well.

Here is why start-ups should consider talent mobility as part of their recruitment strategy:

Growth:

Like every other firm, the objective of any start-up is to grow and expand in the future. By introducing talent mobility, start-ups introduce the concept of work dynamism and through constant change in the work environment, candidates get a chance to progress and develop in their careers. Talent mobility can bring in revenue and increase future prospects of start-ups.

Brand Image:

Talent mobility adds to the brand image of any start-up because opportunities often lead to good mouthing of the company on social media forums such as Facebook, Glassdoor and LinkedIn. Employees active on social media can praise their company to the public showing how much it cares for them and what prospects does it hold for job-seekers in the future.

Talent mobility can also be used as a marketing tool by start-ups. By publishing success stories about their employees and work culture on their websites, start-ups can, thus, definitely succeed in attracting the best talent.

Attracting talent:

Talent mobility is key to attracting the best talent. As mentioned earlier, existing staff praise the firm on social media websites if they are given the right opportunity. These online reviews can bring in new talent, which might be beneficial to future recruitment activities.

Dynamism:

Talent mobility is dynamism. No employee would like to work in a mundane, dull and rigid work environment. According to industrial psychologists, employees become frustrated if the work environment is rigid and follows a centralised organisational structure. Since start-ups are small in number, it can be difficult to introduce changes on an immediate basis. Making an attempt to bring in dynamism – which is movement of talent in the organisation – can make it a much better place to work.

Opportunities:

Lastly, talent mobility gives rise to several opportunities within the organisation. It introduces the concept of succession planning. Here an employee is given a chance to lead the organisation or a particular department. Similarly, if a start-up has numerous departments, it can also implement the concept of lateral talent mobility where employees will be shifted to different departments based on their skills. However, lateral movement of talent comes at a much later stage in a start-up.

Han Digital Solution is an expert in start-up hiring. Our talent consultants can help you solve problems related to your company. We use Talent Supply Mapping (TSM) tool to track the best talent. For more information on our services, you can write to us info@handigital.com