Hiring Tips for Startups

Hiring Tips for Startups


These days, working for a startup has become an ideal fantasy. Everybody wants to create something novel, the laid-back office vibes of jeans and learning from a team who are technology-smart and creative.

Getting the right candidate for startups can be tough. Companies are hiring potential candidates in the market and also the market keeps on changing.

Ways to attract the right talent for your startup

Startups are keen to grow their team but don’t have the resources to do so, here are some tips and things to consider.

1. Use an agency

Hiring is done by a dedicated HR department – simply because startups can’t afford them. It falls to the CEO, Operations Director, or anyone who has the time. If you’re not paying for the overhead, so outsource it.

Get a partnership contract with a recruitment company that not only understands your requirements but also considers your company’s mission.

2. Your team people are your culture

You need to be strategic in your approach. As your next hire will contribute to 20% of your company culture, set some parameters. Translate that to your recruitment agency and the candidate market and take your time when finalizing on the best match.

You can even ask your candidates to complete personality tests to get a clearer picture of the character and how they would fit into your existing team.

3. Candidates can be risk-averse

In 2016, mankind changed in so many different ways, particularly for businesses operating in an urban environment, the uncertainty made people reluctant to change, and fearful to shift their job.

In 2019, that risk aversion sustained and continued to climb. No person wanted to be a new person.

In 2020, candidates are in a better position thanks to a rise in economic and political clarity. But every business, including startups, need to utilize this and put their money where their mouth is. Only commit to what you stand for.

4. Engage with passive candidates

Passive candidate pools can also be a benefit to you. This was popular in the post-recession market and is now making a comeback. Engage with communities on LinkedIn, for instance, to capture the interest of people who are perfectly happy and not actively looking. This is true if they feel like they have been ‘head-hunted’ for a role. The trick is to put enough engagement into the potential candidate community that they seek you out.

Shift the conversation away from money and onto culture, training, and benefits. Make it about how your company can empower them.

5. Benefits need to be authentic

A few years ago, benefits would have been a bonus to any job offer. Today, there are about dynamic working and flexibility. Your office environment plays a crucial role by way of inspiring productivity, boosting wellbeing, and aiding communication.

But your benefits can’t just be the ability to work from home. It needs to gear towards overall wellbeing of the employee. The ability to work flexibly and the dynamic working pilot have its positives. That will make people do the best work in the best environment.


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