Onboarding can be a tricky process. In the world of PropTech, talent and insight are important to stay ahead of markets and to fuel innovation. Onboarding is also necessary sooner or later when you’re scaling. Having a greater number of developers, marketers, salespeople, and other talented individuals can help your company get seen.
PropTech is moving fast, and so scaling your company will be necessary sooner or later in order to keep up with a busy market. Therefore, if your PropTech company is onboarding, there are a few pitfalls to avoid. Luckily, we have some advice to ensure your onboarding process is as streamlined as possible.
Ensure you Have the Necessary Equipment
First of all, when you’re taking on new staff, you’ll want to ensure you have the right equipment so that they can get up and running straight away.
The type of equipment you require will depend on the type and amount of PropTech talent you’re hoping to onboard. For example, a developer will need a PC with higher memory to do their job than a marketer will require.
Also, if you have tester phones and tablets for your PropTech website or app, you’ll want to ensure you have enough stock so that there aren’t any lags in testing. If you’re hiring testers specifically, you may want to consider having specific equipment for them to use.
A good idea, therefore, is to work backwards. Why are you hiring new PropTech talent? Is it to improve DevOps, speed up release cycles, or market your PropTech company to a wider audience? The reasons you’re onboarding will inform the type of equipment you need for the office.
Prepare for the Interview Process
Whether you’re interviewing remotely or in person, it’s important that each interview is tailored towards each individual. It may be tempting to set out an identical list of questions for every developer you’re interviewing, but this can disillusion potential talent and may not create necessary rapport.
Instead, look at the CV and the history of the candidate. If they have little experience in PropTech but are excellent and experienced in their field, the questions should differ from someone who has years of experience in PropTech as an industry, but less experience in the role.
In order to truly find a candidate’s personality, it’s important that you tailor the question in order to ease out their strengths and weaknesses. The former example may have a passion and drive and show that when questioned about PropTech, while the latter can’t be judged on the same merits, as their alternate experience in PropTech will make certain knowledge more likely.
Questioning them both separately on different aspects of their history, and potential gasps (PropTech experience for the former, role experience in the latter) will give you more confidence in your decision depending on how these questions are answered.
Optimise PropTech Talent Acquisition
The best way you can optimise PropTech talent acquisition is to have experts impart their knowledge and experience. Your time is precious, and so spending hours online either scouting for talent or putting up job alerts is counter-intuitive.
Outsourcing talent acquisition for your PropTech onboarding process allows you to spend more time scaling your business and preparing for new starters. When experts are finding your talent for you, the time you save can be put towards other things.
To find out more about onboarding or optimising your talent acquisition, you can contact the Dalton Buck team.