Israeli startups get creative in hiring tactics as talent pools are limited

With so many Israeli high-tech companies competing to attract workers, startups are getting creative in their hiring attempts.

The workforce currently lacks between 13,000 and 20,000 engineers and high-tech staff, and 60% of high-tech companies report having difficulty hiring the right staff. Salaries in Israel are skyrocketing as companies, laden with cash from a record year of fundraising, are doing their best to find the talent to help them reach their growth goals. Businesses are paying NIS 25,000 per month and more for data scientists who just finished college, and even non-tech jobs like marketing and administration are paying better than ever. Average salaries for some positions have risen more than 30% in recent months, according to Compete, which collects real-time data on employee salaries and benefits for more than 200 companies in Israel.

But even with inflated paychecks, attracting the attention of potential hires remains a challenge for many. Tel Aviv’s roads and bus stations are littered with billboards from recruitment companies, each trying to show that it is the most fun place to work. Autonomous drone company Perbeto, for example, is running a campaign at train stations showing its drone flying over Boston Dynamics’ famous robot dog Spot, seeking to hire developers who believe that “traffic jams are low. technology”.

Others are trying more creative approaches.

Offering cloud software and solutions, CodeValue has launched a three-month intensive training camp where people, even without any technology background, can pay to gain valuable job skills, and the Herzliya company gets the first selection of employees. At the end of the course, graduates enter the company to be considered as potential employees.

“Due to difficult high-tech recruiting battles, we decided to embark on a venture in which we groom the next generation of technologists ourselves,” said Tali Shem Tov, CEO and co-owner of the company. “This program is unique in that it allows even inexperienced individuals the opportunity to enter high technology, and that the vast majority of applicants who come to TechCamp also complete it successfully. Our graduates are highly sought after candidates in most technology companies in Israel and sometimes even around the world. “

Tefen, an international management consulting firm, has taken a speed dating approach to hiring to speed up the hiring process. After receiving a presentation about the company over breakfast, candidates are invited to an intensive day of interviews and quick tests. At the end of the day, selected candidates are offered an employment contract on the spot, with a signing bonus for anyone who signs up immediately.

“We offer a ticket to the world of business and strategic consulting at a leading company in its field in Israel, with more than 40 years of experience,” said Tefen CEO and owner Mally Bitzur-Parnes. “We are in a constant process of finding quality employees and we realized that the best way to do this is through a short, focused one-day process in which we locate and close with the right workers.”

Snappy Co-Founders (Credit: ELAD MALKA)

Offering a platform for sending corporate gifts, Snappy offers a “friend brings a friend” program in which anyone who refers someone they hire receives a voucher for NIS 10,000 in gifts from their catalog. The company will also donate 5,000 NIS to the charity of its choice. “What is unique here is that this program is not only available to company employees, but also to anyone who makes a successful recommendation,” explained a company spokesperson.

Lightrun, whose platform helps developers easily debug their code, hosts monthly social media workshops for employees to help them find ways to become better brand ambassadors on LinkedIn and Instagram. “We run brainstorming workshops together to help employees find their inner voice,” says Gal Schur, Human Resources at Lightrun. “The objective is to transmit to future candidates part of the real day-to-day experience of the people in the office.”
Other companies, such as marketing analytics company AppsFlyer and website builder Duda, are sharing employee-made videos on TikTok and LinkedIn to advertise company culture in an authentic way, while also providing employees with employees a fun creative outlet.

“We love using TikTok because it’s a great platform for a cool, fun 15-second video that looks natural, not produced. We produce a lot of videos that just show the day-to-day atmosphere in the office, “said Daniel Cohen, Talent Marketer at AppsFlyer.” We don’t use Facebook in our strategy because that’s more for older people. Our videos have more than 100,000 views, and many of the people who come to the interviews say they saw the videos. “

To help close the deal with candidates who have come to interviews, the digital signature company Lightico has developed an interactive tool that allows candidates to experience how their position would improve the lives of clients in different markets and understand exactly what it is. your potential contribution to the business. would.

    Lightico's team (credit: Courtesy) Lightico’s team (credit: Courtesy)

“Due to the high global demand for a solution, we are looking to double the number of our employees from 100 to 200 in the next year,” said Zviki Ben-Ishay, co-founder and CEO of Lightico. “It is clear that billboards and television advertisements do not show such messages. From the responses of the candidates, we have seen that their experience with the solution affects their considerations.”

Other companies focus on making the hiring experience as simple as possible for candidates. “At Upstream Security, we place great emphasis on recruiting expertise,” said Chen Arad, Upstream’s head of human resources. “It is essential that all candidates, even those who are not suitable for the position, experience a positive, respectful and professional process.” . We personally read all the resumes that come to us through various channels. We bring in the final candidates to meet with the teams in the company that will actually work with or manage them. It is essential that the candidate integrates well with his colleagues and team members. “

SQream, a provider of database management systems, has created a number of initiatives to attract new hires and retain workers, such as its annual Amy Award event, named after CEO and founder Ami Gal, where employees they can be crowned champions in various categories of entertainment. . The competition is filled with the frankness and humor that is part of company culture and creates a stir in the office without the formality of typical corporate finery, said vice president of human resources Sari Ben Meir. The company also recently launched a podcast called ‘The Next Step’ in which employees describe their roles, as a kind of ‘day in the life’ show about the company.

Finally, Centrical, which provides a gamification system that strengthens relationships between employees, offers a special version of its system to workers themselves to strengthen social ties between workers, encourage them to continue learning new job skills and increase loyalty to the company.
“A new employee who joins the company enters the system and receives solutions relevant to their work, providing feedback and asking questions. He is then featured in a video watched by everyone and receives support feedback and helpful suggestions. Additionally, personal events such as birthdays are held together, “said company founder and CEO Gal Rimon.” Personal events, as well as weekly competitions and fun events, are also held together, which also helps to strengthen ties between employees. “

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