What major challenges startups face in hiring tech developers?

One of the most important aspects of a tech startup is hiring an eligible and talented developer who can grow their skills by making the company beneficial at the same time. A team comprising of the developers with different capabilities and identical focus leads to a perfect definition of a strong team. And ultimately it becomes a crucial task for a startup to select a convenient candidate who can carry the tricky tasks when needed.

Here are the 10 facets that a tech startup can look for in a candidate, that are sometimes present by default in a person may be due to heredity you can say:-

1. By born leaders

Many times you seek are for someone in your team your can act and take responsibilities as a leader while having the behavior of pro activeness, willing to roll their sleeves and being a problem solver. Even finding such a perfect fit is laborious at the same time.

2. Lack of self-motivation

If a candidate is not motivated himself/herself to adopt new things or not even motivated to complete the regular task than the candidate can be harmful to the startup and a set a bad environment in the office as well.

3. Cultural Fit

Apart from just being suitable for the technical requirements, it also makes big difference from both the candidate and companies point of view in being able or not able to fit in the culture of the company which makes it as a personal satisfaction of the person. So a candidate’s cultural fit is just to make them ecstatic to work at a particular place.

4. Adjustment time.

As you probably find experienced professionals who may result to be profitable for the startups who are agile and get things faster. Due to this level of experience and expertise, it is sometimes complicated to match and adjust in the environment of the start-ups.

5. Inbuilt Maturity level

Sometimes a mutual and self-understanding is mandatory which helps a candidate in taking mature and independent decisions that are productive for the start-ups who don’t have that much time to focus on all little things to be managed under less resource.

6. Scarcity of time

Many times it happens that you need an urgent resource to fulfill your requirements and in that case, you pick the candidate in hurry without examining them properly which sometimes lead to an erroneous decision and this affects the business to set up to unstable position of the candidates.

7. Self-learning attitude

People who are always eager to learn and like to be updated with the latest technologies are a gem to your start-ups. You may not easily find this in a candidate at the time of interview but you need to ask such questions through which you can determine their updated knowledge with the time. Such people are only 2% out 100 who can easily drive your business.

8. Matter of soft skill

In the final round of candidate’s interview, a small committee of startup gathers to take the hiring decisions. The four main aspects of soft skills that are measured are Right Attitude, Skill sets, Maturity and communication skills and the priority of these skills depends on the designation. Choosing the best fit based on the soft skills for particular designation is a skill of the interviewer himself.

9. Tight competition

This competition term is used for the tech start-ups. Just like you, there may be other tech start-ups looking for the best match of their company. So you must treasure the candidate for whom you are confident.

10. Lack of Loyal Candidate discovery platforms

Though, nowadays there are a lot more tools available out there where candidates register themselves in search of right job but there are many other messes due to which companies can’t reach out the correct candidate. Mainly, there are fewer job portals for start-up recruitment and other existing companies grab the opportunities in hiring them.