But when budgets are constrained, you need to make sure every penny stretches. This is vitally important for startup founders walking the long, hard road to effective startup hiring. 

The idea of “necessity” within a startup environment is important. Each investment needs to be necessary, effective at reaching a goal, and (mainly) focused on how to improve a product and better position the company for growth.

Hyper focusing on “necessary” investment then massively impacts the understanding of, and effectiveness of, tech implementation – there are hundreds of thousands of platforms, tools, software solutions and more, all angled towards startups and improving startup operations. 

Not all those tech solutions are necessary, but many are very usable, look amazing… and are used by competitors, so are proven to work.

But whatever tech you do incorporate into your day-to-day has to serve its purpose effectively, immediately, and within budget. This, for many reasons, can be a challenge for the humble startup founder, not least because of the lack of time startup founders have to analyse how, and why, each tech solution could help their growing enterprise – sadly, this also includes recruitment tech, which is a relatively emerging, but growing, SaaS market segment. 

The rise of the cult of efficiency.

Tech is a broad church, and a lot of new tech solutions obsess with efficiency in our increasingly connected digital lives – which is no bad thing. But to what end does efficiency serve in the recruitment space, and does “efficiency” actually improve recruitment services?

For startups, usability, scalability and, yes, efficiency are key, and some incredibly well-made SaaS platforms provide ample breadth for bespoke implementation, no matter the size of enterprise.

This hard-coded tech adaptability – and efficiency – is the core of how and why cloud-based recruitment tech works for so many emerging companies who need competitive resources for a cut price.

But how does this all sit for startups when they have to consider their growing teams and their people? 

As the world continues to slowly pivot to empathetic, people-focused forms of management post-pandemic, the writing is on the walls for efficiency for efficiency’s sake. An organisation’s people are now, clearly, the driving force for business continuity and efficiency.

There is one, crisis-proof, rule of thumb in the recruitment tech space in 2022 – “to improve operational efficiency, companies need to have productive employees”. 

Tech, People and Recruitment.

The recruitment and HR industry is stocked full of amazing tech, from cloud-based payroll services to automated CV screening, ATS integration and video onboarding. Indeed, the rapid growth of the WorkTech sector points to a new age of recruitment where tech not only improves recruitment services but leads in revolutionising the business of resourcing, vetting and engaging talented people from across every industry. 

So how do you know you’re getting your money’s worth, and when should startup founders start considering recruitment tech investment in the growth-oriented business plan?

• “An organisation is only as extraordinary as its people. If this statement is true for a giant corporation, it’s doubly so for up-and-coming, young startups. After all, when you only have a handful of people working in your organisation, how they think, feel and function end up shaping your brand identity”.

We could listicle tech benefits until the cows come home. But this Talentdesk.io quote perfectly encapsulates a general, yet highly effective tech implementation rule that startups should consider when looking to buy recruitment and recruitment tech.

If the recruitment tools you’re using are not effectively communicating what you do, why you do it, and what your brand purpose and mission is, on a consistent and effective basis, your startup hiring plans will get lost in the recruitment noise. 

Recruitment tech solutions such as ATS’ are only as effective as the control of your employee value proposition and employer brand strategy. Tech alone will not find your people – but it will make process management, communications and diligence more effective and easier!

How can Rectec help start-ups and Small Businesses to find the perfect ATS?

Finding the right recruitment tech is a task unto itself, one that startup founders often cannot dedicate the right amount of time to. The difficulty in sourcing, sifting, and demoing ATS and recruitment tech is legion, even for larger companies. 

The chief pain point – how do I find the right ATS or recruitment tech for my company? – was the driving force behind the creation of our free recruitment tech and ATS comparison service Rectec Compare, and our recruitment tech consultancy. 

Indeed, in just 15 months of service since its launch, we’ve performed over 120,000 comparisons for hundreds of companies in over 20 countries, and helped recruitment teams, agency consultancies and humble startups find, test, and implement the right recruitment tech for their company.

In fact, our service is now so established we recently launched a recruitment tech Marketplace, which showcases the best complementary recruitment technology solutions the market has to offer – you can read more about our Marketplace as part of our Q1 review here!

From video interviewing to referencing and onboarding, we’ve got it all. Our marketplace is bursting with useful information including product videos, screenshots, clients, features, integrations and more – ideal for the startup founder seeking an easy, and free, service to compare ATS.

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.

You can click here to register for Rectec Compare – and best of all, it’s completely free of charge.

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