Rachel Deubell, Author at Viaduct

2023 was a year of economic uncertainty and labor market cooling as “The Great Resignation” came to an end and tech companies made headlines amid widespread layoffs. Although predicting slow economic growth in 2024, warnings of a recession have quieted, and businesses remain on the hunt for great talent.

In this blog, we’re sharing some of the latest startup recruiting trends to position your organization to win top talent throughout the year.

A Better Candidate Experience

These days, when employers can instantly go viral for all the wrong reasons, providing a positive candidate experience is crucial. This starts with crafting a job posting that clearly articulates the role’s expectations and responsibilities and continues with keeping job seekers informed of where they are in the hiring process and delivering helpful and honest feedback. The candidate experience also extends to the onboarding period and ensuring a smooth transition once they officially join your team.

WFH > RTO

Employees still want the ability to work from home, but remote opportunities are on the decline. A recent FlexJobs report found that 95 percent of working professionals want some type of remote work, and 63 percent said remote work, not compensation, is the most important aspect of their job.

While many employers have been in the headlines for calling workers back to the office, startups may be better positioned to offer remote or hybrid opportunities. Offering employees the option to work from home will significantly broaden your talent pool and could be the key to finding the best talent for your organization.

Leveraging AI

Artificial intelligence remains a hot topic, and businesses are still trying to navigate how to use the technology as ethically and effectively as possible. If used properly, AI can be a valuable time-saver for startups whose resources are already stretched thin. Employers are already leveraging AI to craft job postings, source candidates, and vet resumes. However, candidates are wary of AI in talent acquisition, and startups should be mindful that they’re not replacing the human element in the hiring process completely.

Related content from Aleron Group partner Broadleaf Results: AI’s Impact on Talent Acquisition & HR

Fractional Hiring

More startups are considering fractional executives as a way to leverage the experience and expertise of executive-level talent without having to commit to a full-time salary. Fractional leaders are typically brought on for a fixed number of hours each week or month and have a focused scope of work and deliverables. Fractional hires can be a more cost-effective option for growing companies that may not have the capital to bring on a dedicated C-suite leader.

Focus on Soft Skills

Companies are ditching degree requirements and shifting their focus to soft skills. New research from LinkedIn shows that communication is the top skill companies are looking for right now, while adaptability is another soft skill that’s growing in demand. Startup leaders should think about the soft skills that will benefit their organizations the most and assess them during the interview process.

Related content from Aleron Group partner TalentRise: The Rise of Fractional Leadership: Is a Fractional Executive the Right Hire for Your Business?

One more way to ensure you’re fulfilling your startup’s hiring needs in 2024 is partnering with a recruiting firm like Viaduct. To learn more about our total talent solutions, get in touch with us today.

This blog was authored by Viaduct Managing Director Pete Petrella.

Startup life can be fast paced and high pressure, but for the right person, can provide unmatched opportunities for learning and growth.

While no two organizations are the same, there are some qualities—adaptability, innovative thinking, resilience—that can indicate a candidate is well suited for a startup. The interview process is a great way to gauge an individual’s hard and soft skills, their understanding of your business, as well as their motivations and longer-term goals.

To help you find the best fit for your growing company, we’ve compiled a list of top questions to ask candidates who interview with your startup.

1 – Why do you want to join a startup?

Working for a startup is different than working for a more established corporation, small business, or nonprofit—and it’s important that prospective hires recognize this, especially if they don’t have any startup experience. A candidate might say they’re excited about getting in on the ground floor of something new, or maybe they’re looking to get away from the rigidity of their corporate job. Regardless of the answer, interviewers should be listening for the candidate’s understanding of what makes the startup environment unique and their appetite for working in that type of setting.

2 – What do you think would be most challenging about working for a startup?

There are many benefits to joining a startup, but the work is not without its challenges. This question can reveal a candidate’s awareness of some of the obstacles they may encounter when working for an up-and-coming organization and, perhaps more importantly, how they might address them.

3 – How have your past experiences prepared you for working in a startup environment?

Narrowing your search to only those who have worked for startups will unnecessarily limit your pool of qualified talent—but diving deeper into candidates’ previous experiences and how they plan to apply this knowledge to their potential new role is a valuable exercise.

4 – How do you approach learning something new?

Even if your candidate is a subject matter expert, taking on a new role with an emerging company will require some learning. Whether they’d be entering a totally new industry or having to acclimate to the processes you have in place, it’s important to know how your next hire takes on the task of learning something new. There are many different types of learners—visual, auditory, verbal, hands-on—and knowing which kind your new hire is will help you better prepare for their arrival and onboarding.

5 – What makes you excited about the future of our company?

If a candidate adequately prepared for the interview, they should at least know the basics about what your organization does. Their answer to this question will shed light on their familiarity with your company and industry and their dedication to your mission.

6 – Can you tell me about a time when you encountered a problem that needed a quick solution?

When startup employees run into an obstacle, they don’t always have the luxury of time and instead need to innovate and strategize on the fly. Asking this question will help you determine a candidate’s problem-solving abilities and how they like to think through and respond to challenges in the workplace.

7- Do you prefer to work independently or to collaborate with a team?

Depending on the specifics of the role and your company culture, you may be looking for a candidate who prefers one workstyle over the other. In a startup, however, they’ll likely need to be self-motivated and able to work independently, but also be comfortable coming together with colleagues as part of a larger team.

8 – How do you work with colleagues in a remote environment?

If your entire staff isn’t in one place, this question is an important one. Someone who is used to going into an office every day may have more trouble adjusting to a workplace where they’re working from home or in a different setting than their coworkers. If they’re already used to operating in an organization where people are in multiple places, you can use this question to learn more about their communication style and how they prefer to collaborate from afar.

This blog was authored by Viaduct’s Director of Recruiting and Business Operations Tom Hausler.

A growing body of research shows that diversity and inclusion can bolster a company’s bottom line through increased productivity, innovation, and the ability to attract higher performing candidates. For startups and emerging companies looking to scale quickly, a diverse, inclusive workplace can help take your business to the next level.

However, with fewer internal resources than the big corporations that have committed to DEI, startup leaders may feel at a disadvantage and not know where to begin. In this blog, we’ll share some startup-specific tips for cultivating an inclusive company culture that will help to attract and retain the top talent you need to keep your company thriving.

First Things First: Why DEI?

DEI must be more than a mantra, and data from LinkedIn underscores why:

Organizations in the top quartile for gender diversity have a 25 percent higher likelihood of financially outperforming their peers.
Organizations in the top quartile for ethnic diversity have a 36 percent higher likelihood of financially outperforming their peers.
Diverse companies earn 2.5 times higher cash flow per employee.
Inclusive teams are over 35 percent more productive.
Diverse teams make better decisions 87 percent of the time.

Research also indicates that workers care about DEI and want to work for companies that share their support for these values:

Employers that posted about diversity saw 26 percent more applications from women, compared to employers who posted less.
In a LinkedIn study, companies with a DEI team were 22 percent more likely to be seen as “an industry-leading company with high-caliber talent” and 12 percent more likely to be seen as an “inclusive workplace for people of diverse backgrounds.”
76 percent of employees and job seekers said diversity was important when considering job offers.
60 percent of employees want to hear business leaders speak up on diversity issues.
80 percent of survey respondents said they want to work for a company that values DEI issues.

Embrace Diversity in Hiring

One of the most practical and important steps to create a culture of diversity, equity, and inclusion within your startup is embracing diversity in hiring. Partnering with a staffing agency like Viaduct can help you cast a wider net when sourcing candidates and give you access to more diverse talent pipelines and referral networks.

Startups should also be thoughtful about crafting job postings that are free from biased language, so that you can reach and speak to as many qualified candidates as possible. This means using language that is clear, objective, and free of stereotypes.

Close the Pay Gap

Startup leaders should prioritize pay equity, which translates to fair, equal compensation for employees who perform the same level of work or hold similar jobs. Pay equity is essential to a healthy organizational culture and can improve productivity and morale, reduce employee turnover, and attract high-quality hires—all while protecting employers from discrimination lawsuits and legal troubles.

Best practices for ensuring pay equity, according to ADP, include:

Conducting market research on salary trends and compensation information on a regular basis.
Setting boundaries for salary negotiations that can put women and underrepresented groups at a disadvantage.
Basing raises and bonuses on performance and merit.

Create an Environment Where All Employees Feel Heard

When you bring together people with diverse backgrounds, educations, and experiences, you’re queuing up a wider range of opinions and ideas. This can lead to greater creativity and innovation—and ultimately, better ideas!

Imagine troubleshooting with your team. and the five people sitting around the table are all individuals with the same socioeconomic background, who went to the same university, and whose previous work experiences were all very similar. Now, imagine the same strategy session with a group of people who come from different backgrounds, who have different degrees, educations, and past professional experiences. The discussions in the latter scenario may require more back-and-forth but, in the end, will provide a wider range of perspectives that can help you better understand all sides and potential solutions to a problem.

Simply put, an inclusive workplace—where a diverse group of people have a seat at the table—is essential to preventing blind spots and fostering a culture where different ideas are heard, considered, and respected.

Develop a DEI Policy—and Enforce It!

Developing a DEI policy can help get your thoughts down on paper and ensure accountability across the organization. Mapping out specific actions that result in a better, more inclusive workplace culture can help set expectations among employees, paint a clearer picture of what DEI means to the company, and show what these values look like in action.

The Society of Human Resources Management (SHRM)’s sample diversity, equity, and inclusion policy offers a few examples of what this can look like:

Respectful communication and cooperation between all employees.
Teamwork and employee participation, permitting the representation of all groups and employee perspectives.
Work/life balance through flexible work schedules to accommodate employees’ varying needs.
Employer and employee contributions to the communities we serve to promote a greater understanding and respect for the diversity.

Of course, writing the policy is only part of the equation—you must also put it into action. Leaders should model the inclusive behavior they want their organization to adopt and hold employees accountable so that they do the same.

Changing, or Improving, Your Startup’s Culture Won’t Happen Overnight

Whether you’re starting from scratch, or just trying to do a better job of talking the talk and walking the walk, building a diverse and inclusive company culture isn’t something that will happen overnight. But by taking these first steps, you can help your organization become a place where candidates and employees of all backgrounds feel welcome and valued.

This blog was authored by Viaduct’s Managing Director Pete Petrella.

Interns serve a critical role in many organizations but can be especially valuable for early-stage companies and startups. However, building a successful internship program that benefits your company, as well as the interns themselves, can’t be done overnight. Here are some important questions to help you get started.

What do you want your interns to do?

One of the first things your team should think about is the work you’ll want your interns to take on. Although startup employees tend to wear many hats, it will still be helpful to think about specific tasks that would be well suited for an intern. Consult with department heads to find out how they’d plan to utilize an intern and if they have any projects in mind. Remember that an intern may not be working a full, eight-hour day or even five days a week, so keep their task list limited to things that don’t necessarily need to be done immediately or on a tight timeline.

In addition to day-to-day responsibilities, some companies task their interns with completing a longer-term project that can be worked on over the course of the entire internship and ultimately presented to the full team.

Figuring out these needs in advance will also help you craft a job posting that accurately reflects the type of candidate you’re seeking and properly sets expectations for applicants.

Who will mentor them?

An internship is an opportunity to be mentored, build connections, and learn more about a particular industry. Interns also get the chance to learn basic workplace etiquette and how to use some of the office tools and technologies they’ll likely encounter in other jobs (Microsoft Office, project management software, etc.).

To ensure your interns have a positive experience, think about who they’ll report to internally. While this won’t be the only person they engage with at the organization, it’s a good idea to provide a “go-to” point of contact so they’re not wondering where to turn for help. Ideally, this person should be someone they’ll be working with closely and who will be delegating to them during their time with the company. It should also be someone who can reliably check in with an intern, answer their questions, deliver constructive feedback, and ensure they have the resources they need for success.

Will interns have opportunities for growth?

A successful internship program can be a solid way to build your talent pipeline. In fact, if there are specific entry-level roles that you may be hiring for soon, an intern can serve as a bit of a test run. People will also be more excited about working for a startup when there’s a potential path to employment.

Of course, creating an intern-to-employee pipeline requires significant work on the employer side, too. Developing a thoughtful internship description that will attract the right candidates and establishing opportunities for mentorship are critical parts of the process.

Where can I find the right interns for my startup?

Colleges and universities are a great place to start. Reach out to your alma mater to learn how they can help spread the word through relevant departments, clubs, and programs. Depending on the intern’s anticipated roles and responsibilities, other community organizations may be well suited to promote the opportunity, as well. For example, if you’re looking for a marketing intern, get in touch with your area’s advertising trade association.

If you want to cast a wider net, be sure to post the internship via online job boards like LinkedIn and Indeed. You should also post the opportunity to your company website.

Is now the right time?

If you read through this blog and found yourself thinking, “I simply don’t have time for this”—that’s okay! You may not be quite ready to build out an internship program. The last thing you want to do is hire interns (or employees) prematurely and not be able to provide adequate training or helpful feedback. Instead, use the questions outlined above to think about what needs to fall into place before you start hiring interns.

Summary

An effective internship program can be one way to cultivate trusted, longer-term talent for your startup. But partnering with a recruitment agency can also help connect you with quality hires that align with your organizational culture and goals. Reach out to our team at Viaduct today to learn more about how our total talent solutions can deliver the right people for your startup at the time when it matters most.

This blog was authored by Viaduct’s Director of Recruiting and Business Operations Tom Hausler.

Finding the right people for your startup is key to setting up your organization for success, but finding qualified candidates quickly can be a challenge.

With the shift in recent years to a highly competitive candidate-driven job market, many organizations are struggling to attract, hire, and retain top talent. Startups often have to fill several roles at once, which puts them at even more of a disadvantage. Those talent acquisition challenges put startups at a higher risk of costly mistakes, like making a bad hire.

Recruitment agencies can help address several of the hiring challenges startups and other rapid-growth organizations face. Working with startup recruiters can lower the risk of bad hires, save startups money, and free up valuable time for other critical tasks.

In this blog, we’ll explain some of the main benefits of working with recruitment agencies and share how organizations can find the right agency partner.

How Recruitment Agencies Can Help Startups

Recruitment agencies offer various services that can benefit companies and help them overcome startup hiring challenges. Working with startup recruiters gives organizations access to a deeper talent pool, increases hiring efficiency, and ensures candidates are a good fit for both the role and the company.

Access to a Deeper Candidate Pool

Recruitment agencies are in the business of finding talent and making connections, which means recruiters often have greater access to qualified candidates that extends beyond what can be found on job posting sites. When you work with a recruitment agency, you get access to that talent pool and have opportunities to reach candidates you may not have been able to find on your own.

Efficient Hiring

Startups face the unique challenge of having to fill several open positions at once relatively quickly, all while handling the other critical tasks associated with starting and growing a business. This can easily lead to costly hiring mistakes and get an organization off on the wrong foot.

Recruitment agencies can help alleviate some of the stress by handling time-consuming human resources tasks like recruiting, candidate screening, hiring, and onboarding. They’re used to hiring for several different roles at once and can focus their attention on making the right hires quickly.

Aligned Hires

The right recruiting agency won’t just focus on filling roles for your startup – they’ll find the right candidates who will integrate seamlessly with your team and immediately make an impact for your company. Good startup recruiters will take the time to learn about your organization, your goals, and your culture to find qualified candidates who are aligned with your business.

How to Find the Best Startup Recruiters for You

If you’re a startup that’s interested in working with recruiters, it’s important to find the right recruiting agency to achieve success. The right agency is one that can meet your specific needs and help you reach your goals.

Find an Agency That Meets Your Specific Hiring Needs

Before you choose a recruitment agency, you should determine what your exact hiring needs are.

Think of what kinds of positions you’re looking to fill. Do you need executives, managers, entry-level associates, or all of the above? Are you looking for permanent employees or contract workers? You should also consider how many roles you’re looking to fill, what your timeline is for making those hires, and whether you’re interested in post-placement support.

Once you identify your hiring needs, you’ll be able to weed out recruitment agencies that may not offer the services you require or have the capacity to hire based on your timeline.

You should also keep in mind that your current hiring demands may not be the same a few months down the line. If you’re looking for an agency you can work with long-term, you should find one that’s flexible and can scale to meet your needs.

Find an Agency Within Your Budget

Another crucial factor to consider when it comes to choosing the right recruitment agency is pricing and whether it’s in your budget.

Startups should ask each potential agency about their pricing structure and the specifics of what’s included. It’s also important to ask about any guarantees based on retention or candidate success.

Find an Agency With Experience & Expertise

With so many different recruiting agencies and talent solutions available, identifying which agencies are experienced and trustworthy can be a challenge.

Reputable agencies will have a solid online presence with contact information, a description of who they are, detailed explanations of the services they offer, and information on the processes they use. Some agencies will also have educational guides or articles about hiring, case studies to prove success, and other resources that show their expertise.

Having partnerships with other reputable organizations is another sign that an agency is trustworthy. You should also consider how long the agency has been in business and where they have locations.

Find an Agency That Has Experience Working With Startups

Before choosing a recruitment agency, it’s important to find out whether they’ve worked with startup organizations before and if they offer any specific processes or services for this type of business.

Startups face unique hiring challenges that require specialized expertise and knowledge to find the best solution. If you choose an agency that’s never worked with a startup, they may not be familiar with some of those challenges and may not be able to deliver the outcomes you’re looking for.

Choosing an agency that has experience working with startups also means they’re likely familiar with how quickly hiring demands change and can adapt and scale to meet those different needs.

Partnering with Viaduct

While startups often face the steep challenge of hiring in bulk in a short period, it is possible to do so successfully with help from the right recruitment agency.

If your startup is interested in partnering with recruiters, Viaduct offers one-stop talent solutions specifically designed to help startups and emerging businesses build qualified teams that will set them on the path to success.

You can learn more about Viaduct’s direct placement services or contact our experts here.

This blog was authored by Talent Consultant Adam Nye.

Job postings are critical for any company when it comes to attracting the right talent. But for startups, it’s even more crucial to have the right information listed so you can find employees that fit your culture and will get your company on the right track to success.

In this blog, we’ll walk you through how to craft an ideal listing for job posting websites, including what you should (and shouldn’t) mention and what you need to consider in order to attract top talent for your startup.

Choosing a Job Title

Before you begin to write a job posting for your startup company, you need to decide on a job title for the position that you’re hiring for. Choosing the right title will help you get your posting in front of the right candidates.

One of the biggest things to keep in mind when you’re choosing a startup job title is how well it reflects the role. You don’t want to choose a title that will be misleading or one that doesn’t properly convey what the employee’s day-to-day responsibilities will be. Candidates want as much transparency as possible from potential employers and may not bother to apply if they feel a job posting title doesn’t match the description.

Another thing to keep in mind when choosing names for startup roles is the importance of using common titles that people are familiar with. While they may be catchier or look more fun, creative titles will be harder to find on job sites and search engines.

For example, job seekers who are looking to apply to accounting jobs won’t be searching for “Numbers Ninja” jobs on search engines – they’ll be looking for “Accounting Jobs.” If you use a fun title, it will hurt your chances of qualified candidates finding your job listing and applying.

You can flex your creativity or shine more light on your company’s culture later in the job listing, but when it comes to the actual title, it’s best to stick to the basics.

Summarize the Job Description & Responsibilities

Because job descriptions and job postings are both used to accurately describe positions and responsibilities, many people often confuse the two or use the terms interchangeably. But descriptions and postings are very different summaries with separate writing styles and target audiences.

Job descriptions are thorough internal documents that lay out all of the responsibilities and expectations for each position within a team or company. They’re used to properly define roles and align teams internally to ensure leaders know who’s responsible for what. Job descriptions are also used for training and evaluation purposes.

Job postings, on the other hand, are much more concise summaries of roles. Where job descriptions are thorough documents, job postings are advertisements specifically written for candidates based on the information laid out in the job description. While it’s still important to properly convey the responsibilities and expectations of the role in a job posting, it doesn’t have to be as in-depth.

How to Write a Good Description for Your Posting

As you write the description section of your job posting, keep in mind that you want to be as honest and straightforward as possible while keeping your writing clear and concise. Make sure to outline what the key job responsibilities will be, but don’t make the description so long that candidates will lose interest or stop reading.

Be upfront about the kind of candidate you’re looking for, what qualifications you’d prefer they have, and the amount of experience the position requires. Make sure when listing qualifications, you consider any job-related or technical hard skills you’re looking for as well as soft skills that pertain more to personality type and work style.

Another thing you should include in the job posting is whether there’s room for growth or skill development. Many candidates are now prioritizing career growth when considering new jobs. If your startup offers those opportunities, make sure to mention it so potential employees know you’re open to helping the right person advance their career.

Salary Information

A big point of conversation around job postings in recent years is whether or not to include salary information. According to Indeed, half of all United States jobs posted to the site in August 2023 included salary information – the highest number they’ve recorded.

The increase is due, in large part, to the competitive talent market we’ve seen over the past several years and the push for more pay transparency.

Studies have also shown that candidates are more likely to apply to jobs that list salary ranges, which means you’ll attract more talent for your positions. According to LinkedIn, 91% of U.S.-based users who responded to a December 2022 survey reported that including a salary range on a job posting would impact their decision on whether or not to apply. The survey also found salary range is considered more helpful when it comes to deciding whether to apply for a job compared to company information, qualifications for the roles, and remote or hybrid work policies.

If you’re unsure of whether you want to include a salary range for your position, you should keep in mind that some areas in the United States have pay transparency laws that require a salary range on a job posting.

As of 2023, eight states (California, Colorado, Connecticut, Maryland, Nevada, New York, Rhode Island, and Washington) have pay transparency laws in place requiring some sort of salary information for job candidates. More than a dozen other states are considering similar legislation, so you’ll want to keep an eye out for any new laws that may impact your job postings in the coming years.

It’s also worth noting that some state laws, including New York’s, apply to out-of-state remote employees as long as said employees are reporting to a supervisor based in New York.

Benefits & Perks

Another major thing that candidates look for in job postings is information on benefits. Whether you decide to write a brief description for each benefit you offer or include a bulleted list, you’ll want to include both standard benefits and perks that may be unique to your company. If you haven’t decided yet what kinds of benefits and perks you want to offer,

Standard benefits that potential employees will be looking for include information on a 401K, health insurance, dental and/or vision coverage, paid time off, and more.

Relocation assistance, travel expenses, company swag, and team lunches are some of the other perks you may want to include in your job posting.

While it may not be a traditional benefit or perk, company culture is something you should mention in this section as well – especially as a startup. Include some of the values your organization prioritizes, like work-life balance or helping others, so applicants get a sense of what’s important to you. This is also a great place in the job posting to include information on the vision behind your startup.

Location

With hybrid and remote work becoming more common in recent years, location is more important than ever in job postings.

Remote job postings should mention any preferences you may have for the state or region where you’d like the candidate to be located. For example, if you’re a California-based company and would prefer a candidate located within the state or in the Pacific Time Zone, include that in your posting. If you’re open to candidates from any state or time zone, be sure to mention that as well.

For hybrid positions, you want to be as transparent as possible in your listing about the expectations for how often the employee will work remotely vs. in-person. Try to include a percentage to give candidates a rough idea, like 75% in-person work to 25% remote work. You should also note where the employee will be working when they’re in-person.

If the position is fully in-person, make sure to include information about where the office is located. If you’re in a city, be sure to mention what neighborhood you’re in so the candidate can get a better idea of where they’d be working.

What to Leave Out

While there’s a lot of information you need to make sure you include in job postings, there are some things you’ll want to leave out.

Acronyms and Abbreviations

Avoid using abbreviations or acronyms in your job postings. This will help you avoid confusion and any misunderstandings, since many acronyms can mean different things in different industries or fields. You want to make sure candidates have as much information as possible so they can get a full and clear picture of the position. The exception to this rule is for common acronyms that are widely used and recognized regardless of industry, like IT or HR.

Too Much Information

While you want to include enough information in your job posting to paint a full and clear picture of the role and expectations, you don’t want to cross the line into information overload. Candidates will quickly lose interest if they can’t quickly and easily get all the information they need to make an informed decision on whether they want to apply for a role. Writing too much or going into too much detail in your posting may hurt your chance of attracting the right talent.

Biased Language

To reach and speak to as many qualified candidates as possible, you need to ensure you’re not using any biased language, even unintentionally. According to Northern Illinois University, this means using language that’s clear, objective, and free of stereotypes. Once you’ve written your job posting, read through it again to make sure you don’t have any language that could be seen as generalizing for specific groups of people.

Final Tips

When you’re done writing (and re-reading) your job posting, it’s a good idea to have someone else proofread the post before it goes live. Having a second, fresh set of eyes on your work will help catch any potential typos or grammatical errors. A separate proofreader will also help ensure the posting makes sense and includes all relevant information candidates will need.

The last thing you want to do before posting is check that the listing is formatted correctly. Try looking at the job posting on different devices, like a computer and mobile phone, to make sure it’s accessible regardless of how candidates will be looking at it. A job posting that’s hard to read or see may be ignored by qualified candidates.

Need Help Finding Talent for Your Startup?

Explore Viaduct’s total talent solutions and get in touch so we can help you hire smarter.

Five companies won $1 million investments on October 12^th at the 43North—a Buffalo-based startup accelerator—ninth annual startup competition.

Over the next several months, the winners will begin settling into their new workspaces inside Seneca One in downtown Buffalo and relocate to the Queen City from across the country.

Once they hit the ground running—and with significant new funding under their belts—hiring will be a top priority as they build their business.

“If you’re looking to get in on the ground floor of a rapidly growing business, now is a great time to make a move,” says a recruiter for Viaduct and Forge Buffalo, the area’s go-to talent hub for startup jobs. “From sales and marketing to operations and product development, we’re looking to fill a wide range of roles.”

Witherell will work closely to find and secure top talent for 43North’s newest cohort and actively recruit for dozens of key positions. If you’re interested in joining one of these startups, keep an eye on the Forge Buffalo job board or sign up to have jobs emailed directly to you each week.

You can read more about each of the newest 43North portfolio companies below.

Guidesly is a specialized Software as a Service (SaaS) platform dedicated to the $40 billion outdoor recreational guide industry, connecting guides with consumers through its marketplace. From deep sea to inshore to fly fishing, Guidesly ensures a memorable fishing trip.

KAV specializes in crafting acclaimed custom helmets engineered to safeguard lives and mitigate the risk of brain injuries. Made in the USA, KAV utilizes a new era of helmet technology to create tailored 3-D printed helmets.

Kredit Academy is an extensive financial education platform that provides customizable credit-focused solutions. Its mission is to equip consumers, especially teenagers and young adults, with the knowledge and resources to establish strong credit. Additionally, Kredit Academy offers financial institutions a powerful avenue for customer engagement and expansion.

Stepwise specializes in rendering home electrification, particularly for installing electric vehicle (EV) chargers and heat pumps, both cost-effective for homeowners and futureproof in terms of the electric grid’s capacity and capabilities.

StoreCash offers a mobile payment solution that enables users to conveniently and affordably pay through QR codes at over 200,000 locations. Users also have the opportunity to earn maximum cash back at their preferred stores.

Buffalo’s entrepreneurial spirit is certainly alive and well. If you’re ready to join our city in building something big, get your resume ready and head over to forgebuffalo.com for a complete list of opportunities with the region’s hottest startups.

The recruitment process in the early stages of a startup is a delicate balancing act. On the one hand, you want to find the best candidates who align with your company culture and mission, and it’s not always possible to make that kind of determination in a single interview. On the other hand, you need to make efficient decisions that don’t consume too much time or resources and keep candidates rolling through the application process at a comfortable pace.

One tool that can help you achieve this balance is a hiring assessment. Here, we will explore the pros and cons of including hiring assessments in your startup’s hiring process, how they are used, and how job seekers view them.

The state of the hiring market

Employers learned a great deal during the peak of the Great Resignation when churn levels reached an unprecedented high. As employees across various industries reevaluated their career priorities and sought more fulfilling work experiences, the entire recruiting process became more strategic and intentional on both ends of the equation.

Assessments have gained even greater importance in this environment as they can help startups identify qualified candidates aligned with the company’s values and culture. Job seekers are increasingly looking for workplaces that offer a strong cultural fit, and assessments play a crucial role in facilitating this match.

According to Employ Test, a large majority of employers use hiring assessments. Their data found that as of 2022:

52% of employers test for job-specific skills
37% of employers test for cognitive ability
34% of employers administer personality tests
26% of employers test candidates for culture fit

It seems to pay off, as that same data found companies that use pre-hire screenings report a 39 percent lower turnover rate and are 24 percent more likely to have employees who exceed their performance goals.

The data seems to favor hiring assessments in general, but we’ll look at the pros and cons as we see them for the world of startups.

The pros of including hiring assessments

Hiring assessments have emerged as a valuable asset in the startup recruitment toolkit, offering numerous advantages. These assessments provide a structured, data-driven approach to evaluating candidates, allowing startups to make objective and predictive hiring decisions.

Objective insights: Assessments provide a standardized, objective way to evaluate candidates. They allow you to look beyond resumes and interviews to understand better a candidate’s skills, personality, and potential fit within your organization.

Predictive accuracy: Some assessments, like the Predictive Index Behavioral Assessment, are designed to predict a candidate’s behavior and job performance. This can be incredibly valuable in identifying individuals likely to excel in specific roles.

Time efficiency: Assessments can streamline hiring by quickly eliminating candidates who don’t meet your basic criteria. This frees your team to focus on the most promising candidates, saving you time and resources.

Reduced bias: By relying on assessments, you can reduce unconscious bias in hiring decisions. This promotes diversity and inclusion within your startup, which can lead to a more innovative and dynamic team.

Enhanced employee retention: When you hire candidates whose personalities and work styles align with your company culture, you’re more likely to retain them in the long run. Assessments can help identify individuals who will thrive in your startup’s unique environment.

The cons of including hiring assessments

There are also potential drawbacks or cons associated with using hiring assessments:

Costs: Some assessments can be expensive to implement, especially for cash-strapped startups. Costs may include assessment fees, training, and time spent by your team in administering and interpreting the assessments.

Candidate experience: Lengthy assessments or those perceived as irrelevant can deter talented candidates from applying or continuing in your hiring process. It’s essential to strike a balance between assessment depth and candidate engagement.

False positives and negatives: No assessment is foolproof. There’s always a risk of hiring someone who performs poorly despite a positive assessment or missing out on great candidates who don’t perform well.

Privacy concerns: Collecting personal data through assessments can raise privacy concerns. Handling candidate data carefully and ensuring compliance with data protection regulations is crucial.

The Predictive Index Behavioral Assessment: A Valuable Tool

The Predictive Index Behavioral Assessment is a widely respected tool that can be an excellent addition to your startup’s hiring process. The Predictive Index (PI) assesses an individual’s workplace behavior and offers insights into their natural work style, motivators, and needs. PI is not only ‘just’ an assessment tool. It provides cohesive team-building insights along with an employee engagement survey tool. Here’s why it’s worth considering:

Proven track record: The Predictive Index is backed by over 65 years of science and has a history of success in helping organizations make more informed hiring decisions and improve employee performance. It is one of the only assessment tools on the market that an Industrial and Organizational Psychologist scientifically validates for hiring purposes.

Customization: It can be tailored to specific job roles within your startup, ensuring you evaluate candidates based on the skills and traits that matter most for each position.

Integration: The Predictive Index can seamlessly integrate into your existing recruitment process or ATS, making it a convenient tool for startups.

Insightful reporting: The assessment provides clear, actionable reports that can guide your interview questions and help you make data-driven hiring decisions.

Cost and candidate experience: The Predictive Index assessment tool is an annual subscription with unlimited assessments. You can administer as many assessments as needed for candidates and current team members. The behavioral assessment is two questions and takes approximately eight minutes to complete.

Click here to complete the Predictive Index Behavioral Assessment for FREE and receive a copy of your results.

Conclusion

The decision to include assessments in your startup’s hiring process should be based on your specific needs, resources, and goals. While assessments like the Predictive Index Behavioral Assessment can provide valuable insights into candidate behavior and performance, carefully weigh the pros and cons.

Remember that no single assessment tool can replace a holistic evaluation process that includes interviews, reference checks, and consideration of cultural fit. Assessments should be just one component of your overall strategy to identify the best talent for your startup.

When used thoughtfully, assessments can be valuable in building a high-performing team that drives your startup toward success.

This blog was written by Courtney Joy.

In January, the Wall Street Journal reported on the flood of employment scams that add insult to injury for those who were laid off, and job seekers in general, in 2023. In fact, Job scams surged by 250 percent during the first quarter of 2023, nearly tripling in comparison to the corresponding period in 2022.

The rise of these scams should only compel reputable startups to take their online presence seriously. A well-crafted careers page is your startup’s virtual front door for prospective employees—who may be seriously jaded by past experiences.

In this blog, we’ll explore what startups should include on their careers page to make it both informative and appealing and, most importantly, legitimize their mission and operations to job seekers.

Career page elements to consider

Compelling company story: Start by telling your startup’s story. Share the origin, mission, and vision of your company. Explain what sets your startup apart from the competition and why someone would want to be a part of it. Use engaging language and visuals to bring your story to life. This is an opportunity to showcase your startup’s culture and values.
Job postings: This is the core of your careers page. Clearly list all current job openings. Include essential details like job title, location, responsibilities, qualifications, and any specific skills or experience required. Make it easy for candidates to apply by including a clear “Apply Now” button or link for each position.
Company culture and values: Highlight your startup’s culture and values. Explain what it’s like to work at your company. Use employee testimonials, photos, and videos to provide a glimpse into daily life at your startup. This helps candidates determine if they align with your company’s ethos.
Benefits and perks: Outline your startup’s benefits and perks. This can include health insurance, flexible work hours, remote work options, stock options, or unique perks like catered lunches or gym memberships. Highlighting these benefits can attract candidates seeking a well-rounded compensation package.
Career growth opportunities: Emphasize the opportunities for career growth within your startup. Explain how employees can progress in their roles and what training or development programs are available. Demonstrating a commitment to employee growth can attract ambitious candidates.
Diversity, equity, and inclusion: In today’s job market, diversity and inclusion are essential considerations for many job seekers. Share your startup’s efforts to create a diverse and inclusive workplace. Highlight initiatives, employee resource groups, or partnerships promoting diversity and inclusion.
Application process: Clearly outline your application process. Explain what candidates can expect after they submit an application, such as interview steps and timelines. Providing transparency here can help candidates feel more at ease.
Contact information: Include contact information or a contact form for inquiries or support related to job applications. This ensures that candidates can easily reach out with questions or concerns.
Employee testimonials: Feature testimonials from current employees. Let them share their experiences working at your startup. Genuine testimonials can provide valuable insights and build trust with potential candidates.
Company news and updates: Keep your careers page fresh by regularly updating it with company news, achievements, and insights. This shows that your startup is active and continually growing.
Social media links: Include links to your startup’s social media profiles. Candidates often research companies on social media to get a sense of their culture and activities.
Mobile optimization: Ensure that your careers page is mobile-friendly. Many job seekers use mobile devices to browse and apply for jobs, so a responsive design is crucial.
Legal and compliance information: Include any necessary legal information, such as equal opportunity employer statements, privacy policies, and terms of use.
Engagement opportunities: Provide options for candidates to engage with your startup beyond applying for jobs. This could include signing up for a newsletter, attending virtual events, or joining talent communities.

Best practice examples

The following are three best practice careers page examples.

Stockbit: Stockbit does a great job incorporating many of the abovementioned elements, outlining their documented successes, and looping in real employee experiences to demonstrate what prospective employees can expect should they join the team. The user experience is very scrollable and easy to ingest, reflecting a clearly defined employer brand.

TestGorilla: It’s no secret that remote work is one of the top perks—dare we say, requirements—that startup job seekers look for as they search. TestGorilla’s careers page begins with their remote work ethos, emphasizing their investment into remote work and what it looks like for their existing team.

General Mills: General Mills is so dedicated to their employer brand that they created an entire site that outlines their employee experience, including their values, mission, and exactly what employees can expect, should they join.

Don’t have the resources for a careers page?

While you may not have the resources to build out a dedicated site to attract job seekers, you can incorporate some of these elements in your social media and job board—CareerBuilder, Craigslist, Indeed, LinkedIn, or ZipRecruiter—posts.

Related blog from Aleron Group Partner Acara Solutions: How to Write a Job Posting
Related E-book from Aleron Group Partner Acara Solutions: How to Attract the Attention of Qualified Candidates in Your Job Postings

Conclusion

A well-designed careers page is essential for attracting top talent to your startup. It should reflect your company’s values, culture, and mission while providing clear information about job opportunities and benefits. Remember that this page is often the first impression potential employees have of your startup, so invest the time and effort to make it informative, engaging, and appealing. With a compelling careers page, you can attract the right talent to help your startup thrive and grow.

One of the key factors determining a startup’s success is the skill set of its workforce. Identifying and addressing skills gaps in your team is essential for achieving long-term growth and maintaining a competitive edge.

The skills gap conversation does not just surround hard skills. Some examples of common skills gaps reported by hiring managers include:

Critical thinking and problem-solving skills
Managerial and supervisory skills
Communication and interpersonal skills

And it’s not just a leadership problem. Operations that do not address skills gaps will see their best employees frustrated by unfair workloads. They will also see struggling employees less engaged due to inadequate training and continued education opportunities.

Artificial Intelligence (AI) can be a powerful ally in this very real problem. Here, we will explore how startups can effectively use AI to identify and bridge skills gaps within their organization.

Understanding Skills Gaps

Before diving into how AI can help, it’s crucial to understand what skills gaps are and where they come from.

Skills gaps refer to the disparity between the skills that your team possesses and the skills that are required to meet your startup’s goals and objectives.

These gaps can severely hinder productivity, innovation, and overall business success. Common reasons for skills gaps in startups include:

Rapid growth: Startups often scale quickly, and the skills required to manage a small team may not be sufficient as the organization expands.
Evolving technology: In the tech-driven startup world, new technologies and tools are continually emerging, making it challenging to keep up.
Employee turnover: High turnover rates can result in the loss of critical skills and knowledge, leading to gaps in the workforce.
Changing market dynamics: As markets evolve, so do customer demands and industry standards, necessitating new skill sets.

How AI can help

Artificial Intelligence can help identify and address skills gaps at your startup in a few different ways.

Skill mapping: AI can analyze the skills and competencies of your current workforce and map them against your company’s needs. By assessing employee profiles, job descriptions, and project outcomes, AI algorithms can create a comprehensive skills inventory, highlighting areas where skills may be lacking.

An example of this type of tool is Gloat, which is a central platform to understand your workforce and how it compares to the market.

Predictive analytics: Using historical data and AI-driven predictive analytics, startups can forecast future skill requirements. By considering factors like market trends, project pipelines, and growth projections, AI can help anticipate what skills will be crucial in the coming months or years.
Personalized learning paths: Once skills gaps are identified, AI-powered learning platforms can provide personalized training and development plans for employees. These platforms use data-driven insights to recommend courses, resources, and learning materials tailored to individual needs, making the learning process efficient and effective.

Try Sana Labs, an AI-powered learning platform that empowers teams to find, share, and harness the knowledge they need to achieve their missions.

Recruitment assistance: AI can also streamline the hiring process by assessing candidate resumes and matching them with the skills your startup requires. This reduces the chances of hiring individuals who lack critical skills and ensures a better fit between candidates and job roles.
- Related blog from Aleron Groups Partner Acara Solutions: Four Advantages and Disadvances of AI in the Hiring Process
Performance analysis: AI-driven performance management tools can continuously monitor employee performance and provide real-time feedback. This not only helps in identifying skills gaps but also allows for immediate course correction and skill development interventions.
Monitoring progress: Regularly measuring progress is essential in any skills gap reduction strategy. AI can provide insights into how well your employees develop the necessary skills, allowing you to adjust training programs or approaches as needed.

Implementing AI for skills gap analysis

To effectively implement AI for skills gap analysis in your startup, consider the following steps:

Data collection: Gather data on your employees’ skills, job descriptions, project outcomes, and performance metrics. As you do this, ensure you adhere to data privacy and security compliance rules.
Select the right AI tools: Choose AI tools and platforms that align with your startup’s needs and budget. Popular options include machine learning models, talent management software, and AI-driven learning platforms. Do your due diligence!
Integration: Integrate AI tools with your existing HR and project management systems for seamless data flow.
Training: Train your HR and management teams on interpreting AI-generated insights and making informed decisions based on the data. In this realm, AI and people must align.
Continuous improvement: Skills gap analysis is an ongoing process. Regularly review and refine your approach based on changing business needs and employee development progress.

Related: 7 Ways AI Can Improve DEI&B at Your Startup

By embracing AI for skills gap analysis, startups can ensure that their workforce remains adaptable, skilled, and ready to meet future challenges. This strategic investment in talent development can ultimately drive innovation, growth, and long-term success.