The need for speed
Another Swedish start-up, SelfieJobs, allows job seekers to show off their personalities with videos and pictures in addition to highlighting their employment history, skills and background. In appealing to its customers, the company also stresses the importance of speed. “The number one thing for companies is speed,” SelfieJobs CEO Martin Tall says. “We believe if we can increase the simplicity and speed after companies post a job, more applications will be posted. We’ve managed to take that application process down to one or two minutes.”
SelfieJobs, which has raised approximately US$671,000 (€600,000) from Swedish investors and some venture capital funding, has also focused on location as a differentiator. On the company’s Android app, Tall says it has built Google Travel into its Application Programming Interface (API), so a recruiter can search for job seekers near them and job seekers can see how long their future commute might be.
In EY Global Job Creation Survey 2016, 40% of entrepreneurs said they hired more people than originally expected over the previous 12 months. This further reinforces the need for high-growth companies to move quickly.
Companies like SelfieJobs and Sqore are solving larger problems that customers will continue to face on a global scale. As high-growth companies hire faster, there is a greater need for the recruitment process to change and keep up with the demand.
Innovation leads the way
Lyngman, of Sqore, notes that as a Swedish-based start-up that has grown quickly, his firm has had to be creative to serve the needs of a global client base. That requires making technology, scalability and the quality of the product the most important priorities for the company. “We can sit in Stockholm and help companies in Indonesia find and recruit the right talent without actually being there,” he says. “We can do the same in New York or Seattle.”
But what makes Sqore truly innovative is its ability to think differently about what customers want. The company is essentially revolutionizing an age-old industry that has been slow-moving, often inefficient and exclusive.
“By gamifying the process, we can attract more potential candidates and it’s a way to diversify the talent pool as well as engage people you want to recruit,” says Lyngman. “We help companies select talent on the basis of the level of skill that they've proven, and not on the basis of their background, sex, age or name.”