Radhika Agrawal, Co-Founder, Vavo Digital

Radhika Agrawal is a leader who believes in the expansion of not just ideas but vision and hence she heads the Talent Acquisition in Vavo Digital along with her key role as the Co-Founder of India’s renowned influencer marketing firm. Radhika holds a Master’s degree in Marketing and Strategy from Warwick Business School and has also done a course in Strategic Management from London School of Economics, UK. Radhika aims at expanding the brand not just in India but at a global level, in the US and UAE markets. Working on the different verticals of the business Ms. Agrawal aims at acquiring collaborations and projects that are not just limited to the Indian audiences, thereby enabling VavoDigital to become a multi-facet company in the coming years.


One of the economies around the world with the quickest growth rates is India. Indian local startups are prepared to provide around 25000 direct jobs and 1.6 million overall jobs by the year 2025, according to a survey conducted during COVID 19. When discussing growth and job creation, start-ups play an important role in offering cutting-edge goods and services and in creating jobs for young people and working adults.

One of the biggest problems for new businesses will be to recruit a solid personnel pool with skill sets that meet the rising client demands. A start-up often works with a team of most dependable individuals who have complimentary abilities, such as customer handling, managing everyday business operations, and establishing relationships with key stakeholders. Each member will often have expertise in a certain area of business management. The first important step in talent pool growth is building a strong team, and failing to do so might occasionally cause the business to fail.

Understanding Talent Acquisition

Recruiting and talent acquisition (TA) are terms that are frequently used in the same sentence. These, however, are distinct entities. The acts of recruiting, shortlisting, conducting interviews, analyzing or evaluating, choosing, and presenting an offer are all included in the talent acquisition process. It may be related with activities of early phases of onboarding in top-tier businesses, which then becomes a joint duty of the Human Resource Manager and the Recruitment Officer, with help from other employees in the firm. Personnel acquisition is a strategy method to locating, luring, and onboarding the finest talent in order to successfully and efficiently respond to changing company demands.

To ensure that the talent acquisition is seamless and beneficial for the organization, here are a few key points to consider-

  1. Investing time in talent acquisition

One of the most difficult obstacles that any organization, especially a startup encounters in its recruitment operations is sourcing people. However, there are a variety of strategies companies may employ to increase the quality and amount of people they bring in.

Long before you begin connecting with job searchers, you should establish candidate personas for each position that becomes available. This can be in the form of Job Descriptions. These personas will assist you in determining all aspects of the position, such as skill requirements, desirable experience level, geographical location, and where and how you will discover the individual.

Based on these it will be easy to assess the skills of the candidate and will also provide a clear work description to the person participating in the interview. It helps in creating authenticity, professionalism and a seamless hiring process by offering clarity to all the stakeholders. 

  1. Create Your Social Media Presence: Have an integrated strategy

Social recruiting is a huge and expanding business industry. And, if your target applicants are millennials, a strong social media component to your recruitment marketing strategy is even more vital

i) Channels matter:  Choose wisely, and the rewards will be enormous. If you make a poor decision, you may end up wasting money. Determine where your target audience is already spending their online time and concentrate your efforts there. Check the metrics frequently and adjust the plan accordingly; never be afraid to dump an underperforming platform because it allows you to refocus your budget and energy on the ones that return quality candidates.

ii) Know who you are looking for: Individualize your posts and advertisements for them. By making it personal, you can encourage potential candidates to initiate contact and eventually join the company when an appropriate opening arises.

iii) Show off your employer brand with an automated marketing strategy: Recruitment marketing automation (RMA): Once you’ve created that culture-focused content — team outings, work project descriptions, and so on — make sure to schedule it to appear in various ways across multiple platforms. Everything can be used for Instagram, Facebook, LinkedIn, Twitter, and so on, but if you post the same thing on each platform, people will become bored and candidates will become disengaged. Find a unique concept for each one — for example, Instagram could be a video of teammates dancing at a baseball game, while LinkedIn could be a case study of a client problem you recently solved. Hit the candidates with a variety of messages that all point to one central concept: your company is the best place to be

  1. Build your brand persona

A strategic focus on brand building is required. A successful branding exercise not only helps to attract consumers but also excellent quality talent. This necessitates consistent communication of brand values across many channels such as social media, professional networking sites and blogs, business events, universities, advertising and print media, employment sites, and so on. In all of these mediums messaging should be consistent and relevant to the talent group. Your services/product, its values and mission, the management team, your client portfolio, work culture, policies, employee testimonials, and so on are some examples.

  1. Offer Referral and Internship Programs

Referral and internship programs might assist you in finding your next superstar. Offering a referral program is a good talent acquisition strategy since it allows businesses to increase their staff enormously, typically at little expense and with little effort on the company’s part. Referred workers are also happier at work than non-referred employees!

Referral programs help you create relationships with your workers and other professionals while reducing the need to attract talent, saving you time and money on advertising and recruitment efforts. Internship programs enable businesses to pre-select, hire, and train more individuals all at once without risking any or much of their own money. 

Additionally, Internship programs help you in hiring fresh talents who can be trained and based on their performance can also be converted to permanent employees. Internship programs provide organizations with the opportunity to interact with the new generations professionals and are a huge savings on cost. 


When we talk about startups, finding the appropriate talent may be challenging. However, it is critical to start your approach and plan as soon as feasible. You’ll reap the rewards and see your business flourish after you’ve perfected your company’s talent acquisition! You may feel like you’re going in circles, trying out numerous techniques and tactics that don’t seem to work, but taking the effort to establish your process and plan will pay off in the long run.

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