There is a growing number of online recruiting tools out there to help startups manage their employees without hiring full-time HR experts.
You can choose from a wide variety of options: there are different apps for increasing productivity, tracking projects or managing payroll. If you have a specific HR task you want to get covered, chances are you will find some online tool out there to make your job easier.
Let’s have a look at a few that will help you in managing small to mid-sized teams in the US:
Apptivo is a CRM (customer relationship management system) but its wide range of features makes it a great tool for team management as well. If you sign up for the free trial, you get a handful of online tools for recording employee info, managing recruitment, vacation tracking and team communication.
It’s being a CRM means it might be missing some more specific HR functionalities, but it makes up for this shortcoming with its numerous other business features.
It’s highly customizable and affordable, too, starting at just $8.33 per month per user. Or, alternatively, sign up for the free trial and see if it’s a good fit for you.
Zenefits is a HR software for US startups and small to midsized businesses with special focus on managing employee perks and benefits. It has a very intuitive interface and easy-to-understand instructions for setup. You can also integrate it with existing benefit plans with just a few clicks.
Zenefits is free, and it makes most of its profits from collecting brokerage fees from referring companies to medical and other employee benefits providers, so it’s no surprise benefits management and administration is a big part of the features they offer.
Bamboo HR is an online recruitment tool with a great interface. Its clutter free and intuitive design makes it one of the top HR apps out there. It also offers API integration which means that it’s very easy to set up and connect to any existing tech vendor systems you’re currently using.
Bamboo HR has a very straightforward dashboard with modules for employee data, time-off tracking, reports and mobile apps. It also has a performance review with stripped-down reporting function to make it more straightforward. It’s not free as Zenefits, and it lacks some of the benefits administration features Zenefits has to offer, but you can just sign up for both and see if you can make them both work for you.
Harvest is a time-tracking software which allows you to track employee hours, manage projects and monitor expenses. You can set the harvest timer when you are starting different projects, and let it run in the background. It has an app for ios and android as well, so you can track time through different platforms.
Furthermore, you can manage team time and timesheets and create invoices based on work time. It has real-time reports of the times tracked and Harvest Forecast helps to plan team project schedules.
It is also quite affordable, with a free plan for 1 user, 4 clients, and 2 projects and from $12/month for a solo plan for 1 user, unlimited clients, projects, and invoicing.
Time tracking can actually be very useful if it’s not a timesheet related activity and you are doing it to help you become more productive. It is always surprising to see what percentage of your time is taken up by different types of tasks during the week.
Productivity doesn’t mean working a lot, it means working on the right things at the right times. And if you can actually combine employee management with time tracking, the results might be a game changer.
Toggl is another time tracking software that lets you manage projects, track time and boost your productivity. It has a very simple one-click time tracking system and you can reach the start (‘Toggl”) button from various platforms and apps. It has a Chrome extension as well and it can be integrated with a number of project management apps (like Trello).
It has a great user interface overall and it is designed to manage teams with its project-based reporting suite. Your employees can download the reports as professional pdfs and submit them instead of filling out timesheets.
Toggle comes with a Pomodoro timer as well, which will notify you after every 25 minutes to stop working and take a 5-minute break.For those who regularly tend to get absorbed in their work and loose track of time, the Pomodoro technique might be just the thing they need. This way you can avoid burnout and get more done with a steady but continuous work pace.
If it comes to payroll in the US, Gusto is the right choice for you. It’s a cloud-based payroll solution and offers all the features you need to manage monthly payment for your team at an affordable price.
Gusto has a very well-designed and straightforward user interface. After providing some information and a brief set-up, you can automate payrolls, calculate and pay taxes automatically. It can be integrated with multiple accounting software.
Gusto offers a free trial so go and see for yourself if they offer what you need to manage your team’s finances.
This is a payroll management system like Gusto, with additional HR functionalities. One of its differentiating features is that it has 24/7 live phone support and the help of an actual person can be very useful when managing payroll and taxes.
After signing up, you will get your own specialist who will assist you whenever you need help. They take you through the setup process personally and help you whenever you have questions. This can make a huge difference when tackling tax issues.
Paychex flex is very robust and scalable but it is also more expensive than it’s competitors.
UltiPro is a comprehensive payroll, human resources (HR) and talent management system that offers employee management services for all your HR needs.
It includes hiring management, on-boarding, payroll, benefits administration, real-time reporting, performance reviews and more.
One of the most appealing things about UltiPro is that it lets you tackle the most complex calculations with ease. This is the ultimate tool for a company that has a complex payroll.
These are some of the top online recruiting tools out there that can make your job easier when it comes to recruiting and employee management. All of them have different features for specific needs, and the best way to see what suits you the best is to sign up for a trial and compare them.
How are you managing your HR processes? Do you have any experiences with any of these tools? Is there anything you tried and worked for you?
Hiring After raising series A funding is a problem you may have never had before: having more funding than employees. You probably settled on an expansion plan with your investors and now it’s time to start recruiting new staff.
But how can you overcome the difficulties caused by this growth-spike? How can you keep your standards and find the best talent within a more limited time frame?
Here are some tips that might help you in the process:
#1 Attract Talent with the Potential of Growth
Raising series A round doesn’t only give you financial benefits but also gives you a trump card: the promise of growth.
You probably can’t compete with industry giants in terms of perks and benefits, but you can promise them to be part of a growing team. This means they will be there with the company from the beginning, and they will have a vital role in shaping the business, something that huge corporations can’t offer for candidates.
You don’t need fancy swags and expensive perks to have something unique to offer for your employees. You already earned something that will differentiate you from most of your competitors so make sure to use this when hiring.
As Preeti Sriratana, founder of Sweeten told Business Insider:
“The prospect of being part of a scrappy but growing team was such powerful currency that almost half of our new hires willingly and enthusiastically walked away from secure (and better-paying) jobs at places like Google, Bank of New York, and the Bloomberg and de Blasio administrations to join up. […] We talked to candidates a little bit like we talked to investors – focusing on the pervasiveness of the problem we were working to solve (very) and the size of the market we were taking on (giant).”
People love being part of building something new so make sure you play this card to your benefit.
#2 Embrace Diversity
A diverse workforce can be a game changer in many fields. Embracing gender and race diversity will help bring more perspectives to the table and you will be able to address a wider variety of customers (and businesses).
For instance, according to the Center for Talent Innovation’s report “The Power of ‘Out,’” the LGBT community’s buying power added up to $700 billion in the US alone, and many people in this group prefer to buy from gay-friendly businesses.
The report also revealed some of the internal costs to discriminatory policies: LGBT people working in unfriendly environments reported feeling depressed (34%), distracted (27%) and exhausted (23%), while those who reported feeling isolated at work were 73% more likely to say they were planning to leave their companies within three years.
Your company’s most valuable assets are people so make sure everyone feels equally appreciated and the best place to start is when hiring. Make sure your candidates are interviewed by both male and female employees and try to put an added emphasis on hiring candidates with diverse interests and backgrounds.
#3 Hire for Resilience
You can substantially increase your candidate pool if you start hiring for more diverse skills. There are certain roles that need some specific background knowledge, but most of these are learnable in a short period of time, so it might be a good strategy for you to test your candidates for their levels of resilience, adaptability, and grit and teach their role-specific skills when they are onboard.
A study conducted by employee stress management firm meQuilibrium, asked 2,000 employees to complete various assessments of their personal resilience, before being quizzed about their stress levels, job performance, and feelings about their employer. The results show that if you want happy, productive employees who stick around, you should probably pay way more attention to employees’ grit.
If your employees are happier under stressful environments their productivity will peak and your turnover rates will drop. This might be worth the extra resources put into training highly resilient candidates.
#3 Polished Hiring Processes
Having rock-solid hiring processes is one of the most effective ways to ramp up your hiring in a short period of time.
It is very important to make your recruitment strategies scalable before you actually need them. Make sure your processes are crystal clear and have structures that can be broken down to sub-processes – in case you want to outsource parts of your hiring in high-growth periods.
#4 Embrace Outbound Hiring
If you want to find top talent in competitive areas, you have to be ahead of your competitors. That means you have to be able to reach passive job seekers as well, not only active ones.
That’s why, in many cases, the traditional recruitment strategies will fail you. It’s not enough to post your ads online and wait for the resumes to come in, you need to be actively looking for talent in your niche.
This means regularly attending niche specific events, being present on platforms your candidates might hang out, following niche specific blogs and reaching out to people whenever you feel you found someone who might be a good fit for you.
You have to be able to engage, select and reach out to the best candidates and know them before doing so, in order to be able to address them with competitive offers.
This requires rigorous hiring processes and often the best way to do this is to outsource outbound hiring to a search firm.
#5 Hire a Search Firm
Periods of rapid growth means periods heavily focused on hiring new people and in-house recruiting lays a huge burden on existing staff. Finding the right candidates in this environment requires being constantly up-to-date on new recruitment tactics and the emergence of new trends.
Outsourcing recruiting to experienced search companies can assure that the staffing requirements of rapid growth patterns are addressed with the right expertise. Search firms have also accesses to passive job seekers as well, which will considerably increase your candidate pool.
If you have the resources make sure to allocate some for finding the top search firms in your niche and outsource at least part of your hiring processes.
Hiring after raising series A funding can be quite a bit of challenge if you decide to handle it in-house. First of all, you will need rock-solid hiring processes and documentation in order to be able to scale or outsource parts of your hiring. To increase your candidate pool and still hire the best in your field, make sure you embrace gender and race diversity and start testing candidates for resilience and grit. If you still struggle with finding the best talent in your niche, hire niche specific search firms to help you with reaching not only active but passive job seekers, too.
Do you have any experience with hiring in periods of rapid company growth? How did you cope with the challenges it poses to existing staff? Tell us in comments!
Top tech talent is very hard to find and you need to make sure you’re ahead of your competition if you want to hire in the Bay Area’s best IT employees.
Finding top tech talent is always a very delicate issue when it comes to hiring. Hiring for a tech position requires a tremendous amount of effort if you want to find top employees at an affordable price.
You need to know exactly what skills are you looking for, which in most cases requires the combined knowledge of a tech expert and a hiring manager.
But what if your company is still in its early phases of growth and you don’t have any experience with hiring for a tech position?
Time to get creative and see what practices are out there to increase your chances of finding a rockstar employee.
#1 Be Inventive In Offering Benefits
If you can’t offer competitive salaries, you can still offer an innovative workspace.
Tech roles are usually ones that can be performed remotely, so offer location-independence as a benefit.
Millennials tend to prefer roles where they can decide on where, when and how they want to perform the tasks they are given. And because tech roles have very straightforward evaluation metrics, you can easily offer work-from-home options and more flexibility with working hours.
Google, Twitter, and Shopify, for example, who compete heavily for technical talent, offer cleaning service, free food, yoga classes, unlimited vacation time, and a totally flexible work environment to attract great talent.
While you probably can’t compete with their benefits, you can follow their steps and be creative when assembling your compensation packages.
#2 Embrace Remote Hiring
Once you embraced location-independence, time to start reaping its benefits.
Expand your search to the whole world and don’t limit your candidates to local talent. With Silicon Valley’s competitive area your chances are higher to find an affordable tech talent overseas.
This is a great way to expand your talent pool, but keep in mind that a bigger pool needs better assessment so first make sure your valuation processes are rock solid and you have the experts on board to spot the exact strengths you need.
#3 Networking Works!
Personal referrals are still a very powerful. Make sure to ask your current employees if they have any friends to recommend and offer them referral bonuses if they do.
If you are looking for someone in your area, try to engage with your local university to find early talent. Employers are extensively hiring college grads for IT positions. 27% of all positions for college grads are in the IT sector, according to a recent survey by CareerBuilder.
Attend IT conferences and Bay Area tech meetups and spread the word about your open positions. Find the online channels tech talent uses to hang out with fellow professionals and spend time on these channels. It’s likely you will be able to reach passive job seekers, too, who would be willing to make a transition from their current jobs.
Craft your offer around new technologies that only the top tech people are familiar with. For example, Spring adopted Golang and used that as a recruiting tool. Pinterest is now adopting Elixir, a new language that many top developers are eager to adopt in their daily practice.
Grab every opportunity on your online channels (blog, social media) to put the word out about your open positions. Make top talent knock on your door and you will be in a better position to start the negotiation.
#4 Host an Open House
If you have a fixed office space, try hosting an open house to introduce potential talent to your company. Make the gathering an informal one and ask your employees to invite their friends. Mention the open house on industry specific platforms and encourage IT people to attend.
This can be a fun and a very lucrative way to meet new candidates and engage your current employees at the same time.
#5 Optimize Your HR Site for Mobile
If your website is not optimized for mobile yet, you may be missing out on a great source of traffic, not only for your job postings. Wi-Fi and mobile-connected devices will generate 68% of all internet traffic by 2017.
Simplify your design, make it responsive and focus on the core message by reducing the amount of text on your pages. And avoid Flash and Java! The percentage of people searching for jobs on mobile is growing, so optimizing for mobile is a must if you want to reach people in the tech sector.
#6 Hire for Coachability
Hiring for coachability might be something you should consider if you can’t afford senior level employees and years of experience in a specific field. Test people for resilience and adaptability.
Andrew Filev, CEO of Wrike says “I have always been a big advocate for hiring based on adaptability and ‘coachability.’ As a company grows, processes are going to change, often repeatedly in a short amount of time. You don’t want someone who gets mired down in the old way of doing things and struggles to adapt,”
Find candidates who have the necessary basic knowledge but lack the pedigree and teach them the skills they need to have to fill the role. You can assign mentors from your existing team or pay for an online or offline course – you might still be better off financially than hiring experts with years of experience.
Filev adds: “While some positions require deep skills and experience that takes years to build, in general, I’m a believer that people can make up for some of that through smarts, motivation, and a strong work ethic, especially in a mixed team that has capacity to mentor the transition.”
#7 Consider Hiring a Search Firm
Every company wants to have a pick from the top 10%, particularly in the Bay Area, where the competition in the tech industry is huge. Professional tech search firms can help you find the right candidate through their extensive databases of passive jobseekers and their years of experience in assessing active candidates.
Search firms cost money, yes, but the U.S. Department of Labor currently estimates that the average cost of a bad hiring decision can equal 30% of the individual’s first-year potential earnings.
Additionally, Forbes’s research shows that for high value roles you should not select a recruitment firm based solely on price. You want to find the company which integrates with your business so they can quickly find exactly the right people.
As Forbes’s HR analyst put it “You have to select one that understands your industry and shows you a business model for close integration with your business needs.While you may find one company offers more scale or a lower price, remember that these companies must integrate their services with your website, staffing team, and management infrastructure. So their ability to “be you” is Critical.”
What are your experiences with finding top tech talent? Tell us in comments!
Hiring HR managers and dealing with employee engagement is usually not among the top priorities for startups and small companies.
And still, every founder should keep in mind that the mere excitement of being part of the early phases of company formation does not keep everyone engaged on the same level.
Employee engagement is something that is frequently overlooked in favor of other, less abstract and more quantifiable growth metrics, even though it’s the basis of productivity. Engaged employees work hard, have more energy, sharper focus and they are more motivated to produce tangible results. As Quantum Workplace’s Employee Engagement Survey (pdf) states:
“In organizations where profits increased, 69 percent of employees were engaged, compared to 56 percent of employees at organizations where profits decreased. It is our philosophy that engagement and profit have a cyclical cause and effect. As engagement increases, the business becomes more successful, causing employees to become even more engaged, causing more increases in profits, causing higher levels of engagement, and so on.”
So let’s see the simplest and most powerful tactics for founders to boost employee engagement and increase productivity.
#1 Encourage Business Transparency
Share long and short term business plans with employees on a regular basis and show them exactly how is the company doing in terms of achieving specific milestones.
Regularly sharing short and long-term goals with employees helps them identify with company objectives and feel more involved in working for the greater good. If employees trust their managers and believe in the company plan they will feel more engaged and be more motivated to achieve goals.
Always communicate changes in the company plan and make every data accessible to employees.
If possible, involve employees in your planning and ask for their feedback– they will more likely feel involved and later be more motivated to work for those goals.
Recognition programs can have a huge impact on employee engagement.
As Forbes’s HR analyst found: companies that scored in the top 20% for building a recognition-rich culture actually had 31% lower voluntary turnover rates!
But make sure to plan your employee recognition programs carefully. Tenure-based recognition plans are pretty outdated and tend to reinforce the notion that work is something you have to ‘endure’ to get recognized.
This is definitely not something you want. Recognize and celebrate specific results and behaviors: set quantifiable goals and reward employees based on their individual outputs.
#3 Encourage Innovation
Incentives and evaluation-based compensation frequently fail to look at innovation as an evaluation metric.
Employees are usually evaluated based on their performance within a specific period of time or based on whether or not they have achieved some pre-set goals.
If the evaluation process does not take into account the innovation factor, employees might feel that their ideas are not valued. If the employees are not confident enough to explore uncharted territories in their areas of expertise, they won’t be engaged in their work and their productivity will drop.
For example, Google offers innovators a stake in the rewards of the ideas that are converted into products or services, so the individuals see a direct result of their efforts in their paychecks or stock awards.
#4 Let Go Of Control
Constant micromanagement is very time-consuming and might actually be quite counter-productive. Hiring rockstar employees is usually the number one objective of every startup founder, so give some space for those rockstars to shine.
Several studies showed that employees who have higher levels of freedom and autonomy in their roles outperform their over-managed colleagues. This doesn’t mean that you should completely let go of tracking employee productivity. Just make sure to allow your employees to work in their own pace, place and encourage them to have a say in the management of the areas they are responsible for.
#5 Team Building Activities
This is not a new idea, of course, but still, most of the startups get it wrong.
Startups usually try to come up with team building activities related to work, or organize team building events in the office, during work hours. This is the wrong way to approach team building.
Come up with an activity completely unrelated to work. Take the team out somewhere other than the office, let them get to know each other in an entirely new environment. This will boost the team spirit more than anything and everyone will be happier to work in an elevated milieu the next day.
#6 Have Themed Office Days
This can be a fun one! Make everyone wear a mustache for a day. Or a wig. Or a funny hat. It doesn’t have to be a full body costume to make the day memorable.
#7 Encourage Volunteering
This may come as a surprise, but providing an opportunity for your employees to volunteer and engage in altruistic activities might highly boost their engagement with your company.
This is what Deloitte survey found about employee involvement in social impact activities:
“A growing body of evidence points to the power of enabling employees – especially millennials – to give back to the community and support their favorite causes at work. According to The 2011 Deloitte Volunteer IMPACT Survey of employed adults ages 21 – 35, millennials who frequently participate in workplace volunteer activities are nearly twice as likely to be very satisfied with the progression of their career.“
Employees are always looking to get involved in causes, and if you provide them an opportunity to do this in-house, the psychological lift they get from altruistic activities will be associated with the work they do – and the company they work for. It’s a win-win for everyone!
Managers are expected to make sure that employees have all the resources they need to efficiently do their jobs. This should come as natural, but it tends to be overlooked occasionally. Make sure your employees get everything before they ask for it and you will be rewarded with more commitment to work on their parts.
#9 Employee Satisfaction Questionnaires
Last but not least, make sure you can actually track employee engagement on some level and see if your efforts make a difference.
Employee engagement may come off as something vague and unquantifiable but if you approach it from the right perspective you might get the metrics you need.
The key is to do a short questionnaire on a regular basis and compare the results to each other, week by week. This way you can see if employee satisfaction changes with time and if your employee engagement tactics have an actual effect.
Some sample questions you might consider asking them to answer on a scale of 1 to 10:
I feel encouraged to come up with new and better ways of doing things.
My work gives me a feeling of personal accomplishment.
I have the tools and resources to do my job well.
On my job, I have clearly defined quality goals.
The Company does an excellent job of keeping employees informed about matters affecting us.
I understand why it is so important for (Company name) to value diversity (to recognize and respect the value of differences in race, gender, age, etc.)
My job makes good use of my skills and abilities.
My supervisor’s manager visibly demonstrates a commitment to quality.
Senior managers visibly demonstrate a commitment to quality.
How satisfied are you with the information you receive from management on what is going on in your division?
How satisfied are you with your involvement in decisions that affect your work?
Considering everything, how satisfied are you with your job?
How satisfied are you with the information you receive from management on what’s going on in the company?
How satisfied are you with your opportunity to get a better job in this company?
Getting your employees invest emotionally in your business is a crucial part in the early stages of company growth. The benefits of employee engagement are countless and working on increasing it must be part of your long-term company plan.
There are a growing number of studies showing the benefits of working with introverted people. They are intelligent, they are very productive and they require little employee engagement.
There are several industries that are a perfect match for introverts, but the hiring processes are still built around assessing extroverts. Are recruiters overlooking a tremendous opportunity here?
Let’s start with the basics: What does an introvert make an introvert?
First of all, we have to keep in mind that introversion and extroversion are not mutually exclusive traits. It’s much useful to think of these behaviors as the two extremes of a spectrum. Some people fall more closely to the introverted end and others to the extroverted end. There are some who are a bit both: they enjoy social interactions but also value their alone time.
The easiest way to define introverts – those closer to the introversion end of the spectrum – is to take a look at how their energy levels are affected by social situations. Extroverts more likely feel energetic, livelier after social interactions whereas introverts need alone time to recharge their energies.
Common Misconceptions about Introverts
Contrary to the common assumption that they are anti-social, introverts find it simply depleting to be in intense social situations.Introverts need to be alone with their thoughts in order to recharge their batteries.
Here are a few other things that introverts are NOT:
-Shy: introverts are not shy, they just like to think before they speak.
-Lacking self-confidence: there are self-confident and less self-confident introverts, too. They can be as certain about their abilities as their extroverted colleagues, but they will probably be less loud about them.
-Having poor social skills: they can act perfectly naturally in social situations, they just need to be alone after intense interactions.
How are Introverts a Great Fit for the Tech Industry?
There are several studies showing that introverts are exceptionally talented and intelligent individuals. Some of the greatest thinkers in history have been introverts.
Since they prefer professions where they can think and work without constant interruptions, they frequently choose carriers involving working alone, preferably in a low-key environment, or at home.
They usually end up working in the tech industry and operate on maker schedules. As Paul Graham puts it:
“When you’re operating on the maker’s schedule, meetings are a disaster. A single meeting can blow a whole afternoon, by breaking it into two pieces each too small to do anything hard in. (…) For someone on the maker’s schedule, having a meeting is like throwing an exception. It doesn’t merely cause you to switch from one task to another; it changes the mode in which you work.”
Introverts can be very productive when given the right conditions to work in. They thrive when their work is not interrupted by draining meetings and produce exceptional results when the environment is right. This also means they are much more independent in their work and need less employee engagement.
Introverts: Great Leaders, Too?
Introverts tend to build out deeper and more lasting professional relationships and become remarkable team leaders.
Counterintuitive it may seem, research suggests that they make better leaders than extroverts, because “they are more likely to let proactive employees run with their ideas, whereas extroverts can feel threatened by employees who take too much initiative. The study also found introverts to be up to 20 per cent more likely to follow up colleagues’ suggestions than extroverts.”
Therefore, introverts are better at supporting initiative-takers, which is vital to being a good manager.
As Susan Cain says in her book, Quiet: The Power of Introverts in a World That Can’t Stop Talking: “We don’t need giant personalities to transform companies. We need leaders who build not their own egos but the institutions they run.”
Should Introverts be Treated Differently Through the Hiring Process?
In short: YES. Most of today’s hiring practices are focusing on assessing extroverted personalities. Candidates are put into stressful social situations with usually more than one people assessing their skills at once.
Interviewers are frequently looking for social signals – even if subconsciously – that introverts are not able to produce. If we want to reap the benefits of working with introverted personalities, we need to make adjustments to the hiring processes.
5 Advices for Assessing Introverted People:
#1 Start with a personality test. Before putting the candidates into stressful interview situations, make them fill out a test to see where they fall on the introversion-extroversion scale. The personality test can assess other traits as well: what are the conditions under witch the candidates operate at their peak and what are their biggest setbacks in a working environment.
This way the employer can decide on whether the role and the working conditions can be sufficiently adjusted to make the candidates as productive as possible.
#2 Dig deep into references. Checking for references will often times tell more about the candidate than a personal interview. Hearing several perspectives on the candidate’s past working experiences can help decide if they are a good fit for the role. The best way to learn a lot about a candidate is not only to check the facts about their employment history, but to ask for honest opinions from past employers.
#3 Making the interview process less draining. While extroverts can thrive in situations where they can interact with several interviewers, the opposite is true for introverts. Make sure to offer one on one interview opportunities for introverts where they are questioned by someone who has prior experience and knowledge about assessing different types of personalities.
#4 Hiring managers should prepare for interviewing introverts in advance. Just a little insight into behavioral questions and preparation on introvert’s psychology can help a lot.
Nicola McHale is leadership development coach and trainer with the Institute of Recruiters. She says: “Introverts don’t say anything unless it is worth saying. So the quality of their input is usually spot on. They think first before speaking and they ask great questions because they think fast.”
But she adds: “They can let themselves down in the recruitment process by coming across as shy, quiet, secretive, reactive and low energy. People usually do not realize how great an introverted candidate is until the second or third interview – or maybe even later – which means they can miss opportunities.”
#5 Help candidates prepare in advance. Introverts tend to perform poorly in unexpected situations. One way to get around this to send out as much information about the role in advance as possible. They usually like to prepare well for assessments and by giving them a chance to do so, their odds may equal out with their extroverted competition who can react to unexpected situations with ease.
With proper personality tests, reference assessments and interviewing, introverted candidates’ qualities can be assessed more accurately. This is very important if we want to hire the best people for “maker” positions, which are dominant in the tech industry. By making small adjustments to the hiring process, tech companies get a much bigger candidate pool that can bring great value to an organization.
It’s time to face the fact that not everybody is cut out for socially draining assessment processes and by giving a chance to people with diverse perspectives, not only businesses but the whole economy will benefit.