How often do you find yourself complaining about talent shortage? We get it, hiring is an uphill task but ask yourself, is there anything you can do differently to close vacancies?
You screen candidates, conduct interviews, and do your due diligence. The process takes around 8 weeks. Once get a resounding yes from leadership, you make the offer, but the candidate has already joined another company. You begin the process again.
The Web3 realm is evolving, things move fast. Talent in the space is eager to contribute but quality candidates know what they bring to the table. They know how to get in front of the right people by showcasing their skillset to land their dream job. If you want to make sure the top candidates work for your company, you need a change in your hiring processes.
Start by adopting these 5 tips for hiring the best crypto talent efficiently and hit those year-end KPIs like a pro:
1. Clearly Define the Role
Defining the role that you are hiring for is going to help you save time and cost when you start interviewing. Before you write down that job description and hit the post button on a job board, you should spend some time determining what is it you want from this candidate.
Create an ideal candidate persona. Narrow down the specifics such as job responsibilities, skillset, education, and professional experience. Clearly define a budget that aligns with your requirement. Do your research to make sure that your expectations are realistic.
Founders make the mistake of combining multiple roles and expecting one person to take ownership of these responsibilities. On the surface, it is a cost-effective solution but consider factoring in employee burnout and high turnover.
2. Make your Interview Process Time Efficient
Ideally, the candidate you want to hire is someone with a highly qualified skillset. Such candidates are in-demand. You are essentially competing with other reputable companies trying to onboard this candidate. So how do you make sure you get the best talent on your team before others do?
Avoid extended gaps during your interview rounds and especially towards the end the of process. Companies tend to drag out the interview process with 5-8 rounds stretched over 6-8 weeks. This costs you money, time, and the candidate.
If you have found the right candidate, do not delay making an offer. Candidates are usually interviewing at 2-3 companies at the same time. If they get an offer before you make one, you might miss out on onboarding them. Make sure you are time-efficient in your hiring processes.
3. Is Crypto Native a Pre-requisite?
Some companies want the best of both worlds but is it a realistic or even an efficient approach? There are high chances that a candidate won’t fulfill your criteria or possess the qualities you have in mind.
Companies prefer candidates who have prior experience working in the crypto space. They also chase repute to elevate their brand as well as their product game. A polished talent with a professional background with a FAANG company may not be a crypto native. Similarly, a crypto native may not have that prestigious background.
Additionally, every role does not require this. So, ask yourself, do you need someone who eats, sleeps and breathes crypto? If not, your talent pool naturally expands. For some roles, you can factor in the transferable skills of the candidate and see if they can draw relevance to your requirements. This can make your job easier especially when you are looking to fill no-code roles like product marketers or customer service. This also creates an opportunity for talent looking to make a transition into crypto.
You need to decide which side of the spectrum you want to lean toward when choosing a candidate for a particular role. You need to sort out your priorities before you start your search to save time and money spent interviewing candidates.
4. Be Flexible
The gig economy is on the rise and with an infant industry like crypto new advancements and promising projects will continue to emerge. In such cases, employees might be tempted to move to another project with more room for growth and experimentation. One way to tackle such problems is to be flexible in your hiring criteria. Be open to the idea of hiring part-time or freelance employees. Employees today prefer flexibility as an incentive.
When you are setting up your team ask yourself what kind of flexibility you can offer your employee. If you allow an employee to work on multiple projects, carefully evaluate the implications it can have for workflow but also the productivity and well-being of the employee. Finding a balance will help you set up a long-term sustainable workforce.
5. Post Jobs on Job Boards
In the age of social media, the relevance of job boards is often questioned. However, job boards remain one of the top sources for companies to hire. They are not only convenient to use, but also provide companies massive visibility amongst a wider talent pool compared to their websites. Reputable job boards do not have a barrier to entry.
Companies in the Web3 space can benefit from a 100% free sign-up on Crypto Jobs. Post jobs in a few clicks and get instant access to relevant talent. The platform offers a mailbox feature to hiring managers for direct communication with qualified candidates to expedite the hiring process.
Start Hiring Today!
Whether you are looking for founding members or scaling your company, finding the right talent will make or break your business. Invest time seeking clarity around what you are looking for, and whether adequate training can fill the gaps. Be efficient in your process and make sure you make the offer before the candidate moves forward with another opportunity. Choose the right platform to hire to attract qualified candidates Be strategic about your hiring practices and close vacancies fast.
No comments yet