The Transformation Of A Startup With Startups
Starting a company has become quite a common phenomenon these days. The desire to make a difference with innovation has been the starting point for many companies that we now see as either unicorns or megacorporations and Anzy Careers was no different!
10 years ago, we started as an idea that stemmed from brilliant brains. We identified major discrepancies in the way the hiring ecosystem functions, but that was not all. We had to overcome countless challenges to become a leading hiring organization.
Read on to learn about things that made Anzy Careers a perfect fit for Unicorns, Conglomerates, and startups. And how we rose to challenges by making the right decisions and changes in our organization at the right time.
Factors that helped us transform ourselves and other startups
In the process of building startups, we focused on some key factors that helped us improve our hiring strategy and enabled us to offer better solutions. Let’s take a look at them.
The Divine Combination - Tech-Know-Logy
Back when we started, the entire world was entering a new era. We were introduced to a world where technology and humans would be working in unison as a single entity to create a highly advanced civilization.
We took note of this landscape shift and started to think of ways to add technology to our process. From the internet to CMS we included processes that would make our organization quicker and more efficient.
That’s not all, we fine-tuned every tool, machine, and software according to our knowledge of hiring. And the combination of man and machine worked yet again! We were able to shortlist, interview, and communicate faster with both candidates and founders.
A unique hiring process
There were and are many hiring companies in the country, and each of them has a different approach towards hiring. Sadly, 80 percent of the hiring companies use the typical process that involves using job boards. This approach does get a lot of candidates, but there is a huge chance that most candidates leave the company within a short period or don’t turn up for interviews.
We didn’t want this to happen to our clients. So we started using a more detail-oriented and precise hiring process i.e. Peer-to-Peer Hiring.
What is Peer-to-Peer hiring?
Simply put, in this process, we reach out to candidates through references and recommendations provided by our close networks. The references are shared considering certain parameters. These parameters allow us to get a better understanding of the candidate’s expectations and find the best company for him or her.
The candidates we received through this process were more likely to get hired and perform better.
The biggest advantage that we had in this process was the assurance that the candidate will be getting all that they are looking for from a particular company. Since all the preferences are being met, the candidate will not leave the job any sooner.
How to create a network for peer-to-peer hiring?
Peer-to-Peer hiring relies entirely on the kind of network you have. If you have a smaller circle, here are some of the things that you can do to grow your network quickly.
Explore Social Media Platforms: Social Media Platforms or social networking sites are the best places to find your prospective clients or candidates. These days you will find people sharing posts about job requirements and vacancies not just on LinkedIn, but also on other platforms such as Facebook and Twitter. You can communicate with them and try to recommend a suitable fit.
Attend Events and Seminars: Events can also be a great way to get in touch with people and increase your network. There’s a fair chance that you might actually find a good company and a candidate in the event itself. Also, you can visit workshops to build your network of good candidates.
Campus Visits: Even though this is one of the oldest tricks in the book, it does the job quite fantastically. Students often get rejected or miss campus interviews due to personal problems. You can build a good candidate base from such campus visits.
Synchronizing visions
Another common mistake that we were able to identify in the conventional hiring process was –Negligence towards the disconnect between the visions of the organization and the candidate. Undoubtedly, this was the primary reason behind candidates quitting the organization early. However, it also impacted the reputation of the hiring company in the process.
Therefore, we decided to deal with this problem with an elaborate process. We reached out to our networks with specific requirements and got substantial leads to begin. Once we connected with the candidates, we scheduled a meeting/interview with them.
In this meeting with the candidates, we tried to identify motivating factors like their career aspirations, salary expectations, preferred work environment, and more. This enabled us to suggest job openings that were relevant to them.
Also, we found that candidates whose preferences matched the highest with the companies progressed faster and reached prominent positions quickly.
Providing tailored solutions
Whether it’s a multi-million dollar company or a startup when it comes to listing out the hiring requirements everyone prefers to be precise. Even though their precision does make our job a lot easier, meeting these requirements is not always easy.
Instead of taking shortcuts, we chose to be patient and stuck to finding candidates that would be a perfect match for our clients.
Whether we were looking to hire entire teams or a management-level candidate, we always ensured that we were in line with our client’s expectations. From the number of candidates to budget to academic qualifications we made sure the candidates matched every parameter set by the client.
Our goal was not to please our clients but to provide them with solutions that would have a positive impact on their businesses. This became one of the distinctive features that helped us grow over the years and become an integral part of most unicorns.
Final thoughts
Building our company was always our target, but we also made sure we did it the right way while providing the right value to our clients. This ideology of ours combined with our unique approach helped us overcome all kinds of challenges and growth at a steady pace. If you feel your business requires a new hiring approach and better candidates connect with us and let’s find some phenomenal teammates for your company.
