For most organizations, hiring is easy. Companies post an ad, accept applications, screen out the eligible candidates, interview them, and get them on board. However, the narrative changes when you are hiring certified professionals for a SaaS firm.
To begin with, recruitment may be highly dynamic, depending on the company’s requirements. On the other hand, the job position may either be too vast or too specific to post an ad that makes absolute sense. Finally, it becomes even more crucial to choose the candidate who would fit right into your work culture.
Thus, it can be rather stressful to hire for a SaaS company. Fortunately, we have a practical guide on how you can hire certified professionals using an agile methodology. Read on to know more!
Start by Scoping Out Your Networks
It so happens that the top talent may not even be actively searching for a job when your need arises. So, whether you are looking to hire ruby on rails developers or a product manager, the best way to get started on your hunt is from their natural environment. Thus, you may start looking through open-source platforms, public forums, and professional networks to find someone.
LinkedIn is a great platform to find certified professionals for a SaaS firm. By using the LinkedIn search bar, you can filter your results by job title, company, or location. You can also use the advanced search options to find certified professionals who have specific skills or experience.
Once you've found a few candidates that you'd like to reach out to, you can get their email addresses using an email finder tool. This will allow you to contact them directly about the opportunity.
If you have carried out recruitment for the same post or a similar profile, you may even connect with previously screened-in candidates to know if they would be interested. Sure, it may not offer the same instant gratification as posting a job ad and watching those applications stream in, but it does ensure that you will land someone who is experienced and more suitable.
Pay is not the only factor that plays a vital role. Other perks, such as flexible work hours, remote working options, and performance-based incentives, could also tip the scales in your favor. Hence, be generous, and your employees will pay you back accordingly.
Next, irrespective of whether you are a global enterprise or a bootstrap startup, you need to be known for your work culture. The idea is simple - like attracts like.
You will lure in the best professionals out there if you come off as a nurturing hotspot for talent. Whether it is through employee reviews or referrals or photographs, give the candidates an inside scoop on how your company operates.
Ascribe timelines to this workflow so that it does not end up as a long-drawn process. Further, take the time to respond to all the queries and follow-up emails that you may receive during the hiring process.
Typically, your hiring strategy must contain the following stages:
Training the employee not only adds to their skillset and hones their talent, but it also enhances their productivity. Further, it alleviates their anxiety as they are up to speed on all the information regarding their job requirements. In it a nutshell, it lends clarity on how they can excel at their job.
Naturally, if onboarding contains repeatable processes, then you could automate or standardize it. You could have a dedicated dashboard where you create a list of tasks for the new employees and monitor their progress. Plus, it allows the new hire to share feedback or concerns that your firm can address immediately.
Make smarter hiring decisions by first locating any bottlenecks and addressing the internal limitations before starting the process of recruitment. Alternatively, before hiring in-house talent, consider if you can make do with freelancers or temporary/ad-hoc employees.
Try to keep the process scalable to accommodate any future recruitments. Having a well-defined system will go a long way in helping your company grow.
Offer Suitable Perks and Remunerations
It is essential to understand that talent must not only be appropriately rewarded but also retained in the long run. Several candidates who apply for niche job roles may possess additional qualifications such as a product manager certification, which has a cost of its own. Thus, if your offer is sub-par and not in accordance with their capabilities, you will only face employee dissatisfaction, higher churn rate, and constant hiring cycles.Pay is not the only factor that plays a vital role. Other perks, such as flexible work hours, remote working options, and performance-based incentives, could also tip the scales in your favor. Hence, be generous, and your employees will pay you back accordingly.
Build Brand Awareness and Credibility
When you are eyeing to hire certified professionals for your SaaS firm, you need to look the part. Start by developing an online presence and add credibility to your business. A half-baked website will only draw suspicion rather than resumes. Extend your digital presence to social media and platforms like LinkedIn to spread your business’ mission and vision.
Next, irrespective of whether you are a global enterprise or a bootstrap startup, you need to be known for your work culture. The idea is simple - like attracts like.
You will lure in the best professionals out there if you come off as a nurturing hotspot for talent. Whether it is through employee reviews or referrals or photographs, give the candidates an inside scoop on how your company operates.
Hire Right, Not Fast
After laying the foundation for your hiring process, it is time to pull up your socks and design an effective hiring strategy. The hiring process must flow smoothly and contain several checkpoints to measure and quantify progress.Ascribe timelines to this workflow so that it does not end up as a long-drawn process. Further, take the time to respond to all the queries and follow-up emails that you may receive during the hiring process.
Typically, your hiring strategy must contain the following stages:
- Start by listing your job requirements on your website’s career pages, and post a few listings on other third-party websites.
- Include a detailed submission form that contains about 1- to 12 questions. It allows you to screen out the lazy candidates.
- Establish a point system to evaluate all the CVs and shortlist the ones with the highest scores. Conduct background checks on the candidates and verify their claims.
- Conduct an online technical assessment round followed by a teleconferencing round. Alternatively, you can schedule a timetable to evaluate these qualities in-person.
- Finally, follow up by sharing a paid project to test their practical skills.
Focus on Onboarding
Onboarding relates to integrating a fresh recruit in the organizational structure. However, it is not the same as orientation. For instance, orientation is a one-day event, while onboarding may take weeks or even months! Onboarding is crucial to utilize the full potential of a newly hired professional and to prepare them for the position against which they have been recruited.Training the employee not only adds to their skillset and hones their talent, but it also enhances their productivity. Further, it alleviates their anxiety as they are up to speed on all the information regarding their job requirements. In it a nutshell, it lends clarity on how they can excel at their job.
Naturally, if onboarding contains repeatable processes, then you could automate or standardize it. You could have a dedicated dashboard where you create a list of tasks for the new employees and monitor their progress. Plus, it allows the new hire to share feedback or concerns that your firm can address immediately.
Conclusion
One of the best ways to understand any business process is by analyzing your competitors and cherrypicking sections that work for you. Locate other SaaS and scrutinize what they do differently. Remember to stay hyper-focused on your company requirements and the kind of workforce required to take your business to the next level.Make smarter hiring decisions by first locating any bottlenecks and addressing the internal limitations before starting the process of recruitment. Alternatively, before hiring in-house talent, consider if you can make do with freelancers or temporary/ad-hoc employees.
Try to keep the process scalable to accommodate any future recruitments. Having a well-defined system will go a long way in helping your company grow.
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