Act Like a Start-up and Recruit the Best Talent
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Today, companies are no longer competing for talent with their direct competitors nor within industry, and while big brands, deep pockets, great employee benefits used to make for an attractive proposition, it seems that today’s workforce values more than just perks and financial rewards and are finding it in start-ups. Indeed, the number of professionals working in start-ups has grown by over 20% in the last 12 months.
In Robert Walters Employee Survey, professionals cited they were looking for meaningful work (34%) and a company culture that allows them to thrive (42%) in a company, traits often renowned with start-ups, as well as career growth, a challenging environment, flexible benefits and the opportunity to innovate.
In a recent Robert Walters Global Poll, 50% of professionals would prefer the experience of working in a start-up over the stability of being employed by an established company. With the number of professionals working in start-ups increasing. It is clear there is movement of employees from established organisations to new age ventures.
In this e-guide Robert Walters, together with start-up leaders, share insights on the three start-up characteristics that make them more attractive to professionals, and how more established organisations can incorporate these to recruit the best talent.
Start-up talent strategies:
- Career growth
The Robert Walters leadership insight series provides support and advice on the challenges affecting businesses during COVID-19.
Leveraging our network of experts and industry leaders, the series includes webinars, research and advice to support businesses and their leadership teams through the current climate.