Top 10 Startup Recruitment Strategies
While roles and responsibilities at established companies are well fleshed out, startups deal with a lot of irregularities and uncertainties. Building a successful team is one of the most difficult things you’ll do as a startup owner. Having a vision for your company's future is hardly enough; without a strong team by your side, that vision will never come about.
Let us first look at why hiring for a startup is tricky:
Jobs at startups are rarely secured: With no established reputation, and a high possibility of failure, there‘s always a risk associated with working for a startup.
One person often does the job of two or more: A person working for a startup has to wear multiple hats. Employees are constantly pushed out of their comfort zone and many people don’t like that.
Startups aren’t the best-paying companies: Startups are on strict budgets and often struggle with a lack of resources, expertise, and time. Finding the right candidate for open positions can be very challenging.
But how can you attract the best talent then? Here are some of the recruitment strategies for startups that could help you hire the best:
Motivate people: Influence people and always remember, people who join you early will have the biggest impact on your startup.
Use referrals to find talent: Referrals are organic leads, the best way to find the right people for your team. Use reward and recognition methods to build a great employee referral culture.
Hire freelancers, remote employees & don’t be afraid to outsource: It comes with no strings attached. Whether freelancers, small service-based startups, or hiring a remote employee, you just have to make sure everyone understands and follows your vision.
Let potential candidates know you're hiring: Promote your career openings through newsletters, recruitment agencies, LinkedIn or email local universities for entry-level and internship positions.
Get to know your candidates: One very important aspect is one's personality. Ask yourself: does this candidate fit your company culture?
Hire slow, fire fast: The startup world is very dynamic, often reflected in the hiring process. An introduction meeting, a thorough understanding of skills and capabilities, a test assignment, and a 1-3 months probation period will help you better understand a candidate's performance and spirit. Don’t wait too long if a candidate is not performing as expected. The sooner you let them go, the faster you can start looking for a better fit.
Money outweighs perks: A free membership or a lunch gathering on Fridays; this is a great tack to build up team dynamics, but not the best way to attract talented candidates. By giving more money instead, you allow employees to enjoy the perks if they want to, rather than imposing those on them.
Brand your startup: Share your story, give insights, and let people know how you’re solving problems.
Seek help from experts: Consult with other fellow founders or subject matter experts before making a hiring decision. Their insights will help you avoid unnecessary recruitment mistakes.
Believe in the people you hire: It’s your people that are going to decide how you come through. Invest in hiring the right ones for your startup.
All successful companies once started from a small team of hard-working visionaries. While finding the right employees is not easy, it’s one of the most important elements of future success. This article should help you find and hire top talent for your startup. Keep in mind however that one size doesn’t fit all; use those recommendations as a guide to developing a unique strategy that works for you.
Good luck!
