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Are you recruiting talent for a niche market? When it comes to attracting a specific audience in areas like FinTech, E-Commerce or Retail, it is essential to know where to look for talent and how to approach them.
Gabriella Cheston, the Recruiting Coordinator at CrossLend, a FinTech company in Berlin, spoke to us about the two main challenges she faces when establishing her own talent pool and building a network that you can tap into whenever in need.
Partner:
Gabriella ChestonCrossLend is a cross-border, marketplace-lending platform that specializes in flexible refinancing via a capital market structure. It also offers cross-border credit intermediation through cooperation with CrossLend's partner bank.
Employees: 51-100
“Being new in the FinTech industry means getting used to recruiting in a niche market. To fill the positions, you mostly need to gather talent with previous FinTech experience, combined with the skills needed for the job. I have tried different recruiting services, but they never went into the right direction”, explains Gabriella, “So I went to try MoBerries instead”.
In a niche market, like FinTech, the talent you are looking for is within a specific audience. Attracting that audience and enthusing them for your company can become challenging. Building an employer brand becomes evermore important. In addition, 75% of professionals on the market are passive candidates, which makes it increasingly difficult to filter out the active ones.
Having a platform with over 80% actively-looking candidates takes away the pain of passive professionals. Each candidate is being matched by an algorithm that ensures niche audiences are being connected with niche market companies. Gabriella explains: “MoBerries is attracting the right audience and offers tailor-made matches within a vast network”.
Knowing the right people, not only in recruiting but in any other industry, is key to build a network. Hiring increasingly happens through personal referrals that enable you to snag the talent you need before it is off the market. In fact, 46% of recruiters agree that the biggest obstacle to attracting talent is finding it in high-demand talent pools.
Sharing is caring within the MoBerries network. The transparent talent pool grows by referrals of each partner company and redirects the talent according to open positions. Gabriella described: “I love the speed and efficiency of MoBerries. The algorithm does the work for me and I can build my own network of high-quality candidates. Even when I do not end up hiring them, I am connected to the talent long-term.”
“I did not have a network in FinTech before working with MoBerries”, Gabriella says. CrossLend, ever since joining MoBerries in June 2017, has hired three candidates and saw over 70 profiles within two months of membership. Gabriella has built herself a network by relying on the technology behind MoBerries.
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