Recruitment startups


Recruitment startups refer to models in the business world that assist firms in finding a pool of candidates who qualify to work with them. These startups often have active databases from where they mine information about potential employees and suggest them to hiring companies. To realize these goals, many startups are employing technology to screen and sift through candidates reducing recruitment expenses and time wastage while trying to get the best staff for an organization. Recruiting agencies are in this way providing useful linkage in human resource management. A hiring agency has many benefits for both the companies and individuals who are looking for opportune working relationships. However, several challenges are resulting from recruitment startups which if not handled properly can compromise the quality of results yielded in their operations. Since the business world is dynamic, there is a need for hiring organizations to align their human resource management with emerging market and business trends to overcome possibilities of becoming obsolete.

Recruiting Process in Startups


Recruiting is a process in which companies search and acquire potential employees with skills, knowledge as well as experience that is desirable in filling job opportunities. As a process, recruiting cannot be a one -day affair but rather happens systematically with the aim of hiring the most qualified candidate. Recruitment startups allude to platforms that help organizations find top employees with skills and experience relevant to the organizations at the same time assisting job seekers to find their dream work opportunities.

Recruiting startups help bridge the gap between employers and potential employees. Since recruiting can be costly, time consuming and laborious, a market niche resulting from hiring has been created thus the springing up of many hiring startups (Foot, Hook & Jenkins 2016). Recruitment startups are increasingly becoming useful to organizations while hiring since they can find a combination of talents that is consistent with a company’s culture. According to Armstrong and Taylor (2014), while hiring, applications can be received in large volumes making it challenging to screen through all consequently creating possibilities of overlooking the best candidates.

Different startups have varying modes of approach to recruitment. However common among them is the establishment of contact. Usually establishing contact is a two-way process where employing organization opens a job vacancy; in return potential employees constantly search for opportunities. Foot et al. (2016), argues that a hiring company should define the job title, responsibilities, and relation between the post on offer and other departments. The company also states the skills required for the opportunity as well as the time that spent at work in the advertised position. Since startup firm steps in to bridge the geographical gap between an employer and potential candidates, the recruiting agency looks at information on its recent databases in a bid to find candidates who match employers’ requirements.

After establishing contact, a recruiting agency may proceed to post the job opening online for applicants to view and invite them to apply. A clear guideline on the application process is provided noting where and to whom applications are addressed (Armstrong & Taylor, 2014). In achieving this, it is important to post requirements for the opportunity so that only candidates who meet minimum standards send applications. Suitable candidates make their applications and startups screen through resumes and cover letters for qualified candidates. Upon completion of screening, names of suitable candidates can be forwarded to recruiting company for approval while arranging interviews.

Recruiting startups are in the current corporate staffing world effective in ensuring the quality of human resource. According to Cascio (2018), an organization is only as good as its employees. In this light recruiting, firms help employers to have a pool of talented, skilled and experienced job seekers.  In addition to this, recruitment startups often keep in touch with employers to ascertain that all is well.

Research by Armstrong and Taylor (2014) reveals that job seekers benefit from startups since the provision of constant information flow on when and where job openings occur is done. Furthermore, recruitment startups offer expert interview coaching and provide specialized advice in chosen fields. In doing this, startups increase possibilities of their job seeking clients to get jobs successfully. As a tool similar to monitoring and evaluation, recruitment agencies maintain contact with employer and employee streamlining any concerns.

Startups, however, have their fair share of challenges. One of the many challenges is advertising a long gone job. Given that many startup companies advertise on behalf of their client’s openings online, it also becomes increasingly difficult to meet all applicants face to face. Startups are also prone to cyber-attacks and unscrupulous internet users who send job emails and upload resumes that are fraudulent.

In a world of advancing technology, recruiting startups are playing a significant role in aiding companies to find suited employees to fill in their vacancies. As it has been for long, the process of recruitment is time-consuming and laborious. Employing the use of consultants to run candidate screening has proven useful in saving time, cutting costs and assuring the quality of potential employees.

A study by Posthumus (2015), indicates that globally a high percentage of the population has access to mobile phones. In this light potential employers are using mobile platforms before conducting a face to face interview. Such interviews have higher accuracies since only shortlisted candidates are contacted. More emergent trends involve carrying out video interviews to assess a candidate’s personality and communication skills.


The role of recruiting startups in the current business world cannot be downplayed. Their ability to cut costs of hiring and reducing tie consumption is enough proof that recruiting agencies is the way to go in corporate staffing. The successes of many organizations are traceable to the effective hiring process.


Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Cascio, W. (2018). Managing human resources. McGraw-Hill Education.

Foot, M., Hook, C., & Jenkins, A. (2016). Introducing human resource management. New York: Pearson.

Posthumus, J. (2015). Use of market data in the recruitment of high potentials: Segmentation and targeting in human resources in the pharmaceutical industry.


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