If you own a startup company, you are aware of what a refined process to hire employees that creates a good team can do to your business. It is one of the most critical steps for your business because it sends a strong signal that your company has actual worth – someone is willing to turn down job opportunities at more prominent companies to help you make your business idea happen.
However, the most important way in which it changes your business is bandwidth. A new team of people dedicating all of their time and focus to your startup means that now you get to move faster.
Team quality is the single best predictor of business success. If you can find a team of great people, then everything else becomes so much easier. That is why, in this blog post, we will discuss the best possible ways to recruit the top talent for your startup.
Ready to start? Contact CIBR Warriors for the fastest way to qualified employees!
Make Your Startup Appetizing to Top Talent
In the earliest days of your startup, you will not have the financial resources to offer big salaries to your employees, so, in order to convince top talent to come and work for you, you will have to build a company with a solid mission and vision that will excite them. As a startup owner, you must be ready to share your long-term vision with your prospective candidates and present your company in the best way.
Hire Employees Who Believe in Your Work
Hiring those who genuinely want to work for you and help you accomplish your vision is the best thing you can do for your startup. They are ready to take ownership within the company and, as a result, will work harder than regular workers. Also, they are beneficial for your brand. If they really love working for your startup, they will tell everyone they know how great it is to work for you, and eventually, these people will want to work for you as well.
Ask yourself what makes your startup so appetizing to prospective candidates? Why would they want to come to work every day? What would they look forward to? What benefits would they enjoy? As you answer these questions, you are starting to build your employer brand and making your startup more attractive to future employees.
Define Your Company Culture
Your startup should attract candidates you want while turning off those who don’t fit your company culture. While it should be a reflection of your company’s vision, mission, and values, it’s the real experiences of your current employees that are the foundation of your company culture.
That is why you need to have a management team that practices what they preach. For instance, does their work model your values? Do your values challenge them to give their best every day?
If you want to get a feel of your company culture directly from the source, make sure to use employee surveys since they will give you the necessary feedback which can help you change and improve. Once you know and understand what sets your startup apart, entice prospective candidates by sharing this info as you interview.
Build Your Brand From Day One
Being associated with a popular brand is one of the main reasons why people want to work for certain companies. We all want to invest ourselves in taking our careers one step further, and a new, famous brand with possible growth opportunities can be appetizing for top talent. It is vital that you successfully market your startup on social media and blogs and show people what it is like to work for you.
Hire Remote Employees
If you are having problems with finding the right talent in your local area, remote employees can be a solution to this issue. Hiring remote employees means you can have a vast talent pool to choose from. And if remote work is not a good choice for your company, then you can try to offer flexible working arrangements, such as working from the office for a couple of days a week and the rest at home. This can be pretty enticing to prospective candidates.
Find Potential Candidates With Previous Startup Experience
Your startup needs employees who can work in a fast-paced environment with little to no supervision or guidance. They should be able to adapt and learn quickly and find a balance between changing priorities and responsibilities. That is why candidates with prior experience working in a startup company are better equipped to cope with a dynamic work environment than someone who has been working in a corporate (or any other) environment for years.
Hire a Freelancer
If you’re unable to afford a full-time employee, you might want to consider hiring a freelancer. Most of them want to join a fast-growing startup. This allows you to see how they work and if they are the right fit for your company. Eventually, if they perform well, you can approach them for a full-time position. As long as you are clear on exactly what you’re looking for, you can decide whether you need a full-time employee or an outsourced solution.
Don’t focus exclusively on searching for candidates online. You are going to employ people after all, and they are congregating at various physical events. Play an active role in these environments. Event sponsorship or even a small talk over a drink can go a long way. Even if remote work has become more of a standard in the 2020s, human interaction is vital and highly appreciated.
Big Goals, Big Projects
Talented candidates don’t want to waste their time working on uninteresting projects. They want to be challenged, so make sure to give them ambitious, stimulating goals and projects so they can meet the challenge and thank you for it.
The Recruitment Process
Once you start interviewing and get a high-quality lead, make sure to call them right away because top talent is always in high demand. Prioritize such candidates, do what it takes to impress them, and give them a great hiring experience. Recruiting the right candidate is critical because every new employee can either move your startup forward or slow it down, pushing it backward.
Before you start the recruitment process, you need to know how much a new employee will cost your company and what benefits it will bring. You will have to consider the following:
- Hiring cost;
- Training; and
To understand the benefits of the new hire, you will have to include sales, expansion, relief, and development.
Have Candidates Demonstrate Their Skills or Aptitude
Many people know how to answer interview questions in a way that impresses a hiring manager. In other words, it is easy to manipulate an interview. So, the best way to vet a prospective candidate is to have them complete a task for you. For example, you are hiring a salesperson, therefore you can ask them to sell you something. This allows you to see how they would tackle the task without any guidance. It also sets apart those willing to put the time and energy into their work.
Pay Attention to Things You Can’t Change
You can teach many things pertaining to business operations, but you can’t lose your energy on instilling manners, ethics, or numeracy. In other words, experience and skills are worthless if they are not used. The smaller your startup, the more likely you are an expert in your field, therefore, transferring your skills to a new hire is easy. However, you can’t teach enthusiasm or a good work ethic. Research shows that only 11% of the new employees fail in the first 18 months because of their deficiencies in technical skills. Most of them fail due to lack of motivation, temperament and emotional intelligence problems, and overall unwillingness to be trained.
Good employees are vital to the growth of a startup, so make sure you choose your team members well. If you employ these recruiting steps, you can expect to have an A-team ready to push your startup company to the top.
Hundreds of new candidates are looking for job openings every day, and CIBR Warriors are there to help you find the right one for you. For more help on advancing your network administrator career, contact us. We’d be happy to answer your questions and provide you with the best advice for getting started.