Startups are wired differently than Enterprises. While a successful Startup should eventually become an Enterprise one day, until so, a Startup is very different than an Enterprise.
Startups are youthful, innovative, and more collaborative. Enterprises are formal, hierarchical, and slow-moving.
Accordingly, the hiring process is different between both for either job seekers or Hiring Managers. Almost everything is different, from vetting, screening, speed of hiring, number of people needed to technologies used and much more!
This article will focus on the hiring process between both business types and top aspects that are different between both types of companies.
Vetting and screening
Employers in today’s job market have to choose the best candidates, even if the supply of candidates in some positions is very low. Only the best candidates must be hired!
A solid vetting process is essential for that, in which hiring teams look into each applicant’s work experience, skills and many other numerous aspects to ensure they are the right fit.
Vetting in enterprises is a well-defined systematic process in which a recruitment team review CVs, use special software to help along the hiring process, conduct and organize multiple assessments and interviews
Having a strong and specialized recruitment team helps in vetting. For example, an Enterprise can have multiple departments with each has its own HR and recruitment teams. These teams usually have solid technical backgrounds so they know how to choose best candidates. On the other hand, Startups usually have one recruitment team for all departments and this can usually affect the quality of the selection process.
Vetting process also differs according to the nature of the position being filled, it is much more difficult to test and evaluate soft and interpersonal skills than technical skills. For instance, a job like a Customer Success Manager is entirely dependent on the candidate’s ability to manage their relationships with customers, communicate effectively, show empathy and so on, such skills are not easy to evaluate. But for a Developer, whose primary skills are programming and problem solving, such skills can be simply evaluated by giving the candidate a problem to solve to test their technical abilities.
In short, vetting in Startups is very accidental, could be extremely organized and hard or not at all. In Enterprises , it is very systematic and predictable.
Speed
Generally, the speed of hiring in Startups is higher than in Enterprises.
In Enterprises it is relatively slow, long process that has many steps. In Startups, the decision making process is much simpler which relatively takes much less time.
Usually, Startups require a small number of candidates, while Enterprises hire at much larger scale, this negatively affects the hiring speed.
However, when a Startup is in a hyper-growth stage the speed can be much higher than normal, as at that stage the Startup needs to fill many positions in short time, with a less complicated selection process when compared to an Enterprise.
If you are a job seeker, expect a much prolonged time to be hired if you are applying for a job at a large Enterprise, and much less time if you are applying for a job at a Startup.
Volume
Obviously, Startups have much less number of people than Enterprises, thus, in Startups employees get exposed to a wide range of tasks and can have more workload than in Enterprises.
Startup employees manage multiple tasks due to the small size of teams. For example, a Developer may wear multiple hats, like being a Product Manager, Project Manager, and even a design contributor. Employees in Startups have broader responsibilities unlike working in Enterprises. In other words, Startups have a small number of people who make a greater impact.
Startups are under extra pressure to find and hire the best candidates because each employee has such a major influence and serves a variety of responsibilities.
If you are a job seeker, you will learn a lot from working for a Startup, much more than in an Enterprise. In a Startup, you will be part of a smaller team that makes various tasks. In an Enterprise, you will have a single task-or maybe two tasks-to do everyday.
Complexity
Having a complicated hiring process is a double-edged sword. Enterprises with complicated hiring processes can usually hire high-profile candidates because they have advanced vetting methods that can include many assessments and interviews, also corporate branding plays a vital role. However, candidates can get tired of long, tiring, and time-consuming processes and are more likely to continue with simpler and faster ones. Multiple interviews and tests can help find a good candidate, but they can’t guarantee this applicant will stick to the process along the way.
On the other hand, hiring for start-ups is usually much clearer and less complicated. Definitely, having an easy hiring process can bring in a lot of applicants, but at the same time this must be balanced well with vetting to ensure having best people aboard.
Hiring technologies
Enterprises use recruiting software in planning, budgeting and hiring. They establish and handle job requisitions, track applicants, and connect hiring managers to the recruiting process. They use Application Tracking Systems (ATS), recruitment CRM tools for engagement, tech screening and assessment software, Coding interview tools, and tech recruiting tools for background checks.
Such technologies may be out of reach for start-ups. Enterprises, on the other hand, have the resources to invest in a more effective recruitment strategy, including access to innovative hiring tools and well-known online job boards. This can help enterprises in finding the most talented individuals and improves their chances of recruiting high-profile applicants.
Conclusion
In conclusion, hiring is challenging in all types of businesses, therefore we can’t determine whether Startups or large corporations have easier hiring processes. Every business needs to be aware of -and make use of- the finest hiring practices, in order to achieve their hiring goals.
Harvard business review says that job seekers don’t just want higher pay and better benefits at work. They’ve also lost patience with hiring processes that keep getting more complicated. They know they’re in demand, and they want employers to see how valuable they are.
From our research and experience with hundreds of businesses worldwide, a company should be able to contact applicants within the right attention span, as following:
Time-to-Contact after a job ad should be maximum of two weeks of the post publish date.
This duration span has proved to be hitting the attention peak period of candidates, which is what every company should target.
Time-to-offer (or to reject) after an interview should be shared with the applicants maximum within 2 weeks after an interview.
Keeping these two metrics in range will have a huge positive impact on the hiring efficiency of any business, it will also bolster its brand recognition in the hiring market which another strategic goal.
Hiring is a marketplace where job seekers meet hiring companies, timing is a curtail part for right matching to occur. Failing from either parties to show interest or communicate on time, will affect both parties, a hiring company should not risk its reputation in the market by being known of having long, slow and inefficient hiring process, job seekers do not want to be red flagged by any hiring company when ignoring interview requests or not reply on time to Hiring Managers.
SupporFinity’s unique technology has made remarkable changes for structuring and streamlining the hiring process, it helps both Startups and large corporations to find and hire the best candidates quickly, thanks to its patented technology and long years of experience with the hiring process across many customer segments.
The tech community at SupportFinity is one of the largest and most growing communities worldwide, this guarantees a way better experience than any hiring platform.
With its Job board and applicant tracking system (ATS), the platform is the only one of its kind to meet the hiring needs of both small businesses and large corporations. As a Hiring Manager, you can hire a global team from scratch or post job ads and either way you will enjoy a high quality experience at higher speed, and impressive span of control like no other hiring platform.
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