Published 12 October 2017 Category: Startups, SMEs, Businesses, Entrepreneurs, HR, Marketing

Guide To Hiring For Your Startup

Finding people who can help build and grow your business is invaluable, but it can be painful. Avoid hiring headaches – and employ the people your business deserves.

There are hundreds of stats out there to terrify startups looking to hire. Apparently it can take 10,000 interviews to get just 180 really good hires. And as a startup, it can be even harder to recruit, as you don’t necessarily have the time or resource to indulge in a massive recruitment initiative. But help is at hand and with these hacks, you might find it easier to zero in on the right people.

Remember that the Hiring starts with you
Think of every person within your business as a building block. Do you have the right team and foundations in place to build upon? Does the team you have now fit together well? What parts are you missing?

Look for A players
As Steve Jobs once said: “A players hire A players, B players hire C players.” And you can’t underestimate the damage hiring a C player could do to your start-up. it’s easy to get caught up in needing to hire someone quickly but some people can actually deny more than they bring. Cultural fit is so crucial. So, how do you define an A player? Well, it can be broken down as below.
Aptitude: Are they a good cultural fit?
Attitude: Do they love their job?
Ability: Are they successful at their job?
Awareness: How self-aware are they? This is all about emotional intelligence. Can they admit weakness?
Athletic: Can they jump in any time? Are they flexible, adaptable and agile?
Authentic: Are they real and honest? Do they have the right work ethic?
While it can be hard to tell all of these traits from an interview, these are the qualities you should be on the hunt for – and gear questions and aptitude tests towards.

Passion is especially important in start-ups. If you don’t get the culture right from day one you could lose core members of your team. And if there’s only five of you to begin with, losing one person means loosing 20% of your company. Companies with the right culture outperform everyone else – and just to be clear that doesn’t just mean beanbags and free drinks, it’s about instilling values across your whole team.

Choosing people who fit with your goals
The first thing you should find out about any potential hire is what gets them out of bed in the morning. What inspires and drives them? And then ask yourself if their personal path is aligned to your business one.

Be on the lookout and involve everyone in hiring
You never know when you might come across the perfect person for your business so always be open to hiring. These days a third of people aren’t looking at all, but one-third is looking actively and one third is looking passively so there’s a large talent pool out there potentially on the hunt for a new role. Our generation doesn’t stick to a company forever – they’re always looking for the next step, so even if you don’t have a position, for the right person you might need to create one.

Think of hiring like dating
Let’s face it, recruitment is a people business – and it’s all about building relationships. If you’re interested in a prospective employee, start a conversation and show you’re keen.

Start with your network
You might have the right person in front of you. Explore your network. Mention that you’re hiring on your social network platforms, Facebook, Twitter etc.

Be creative Not Bland
Recruitment is competitive. Make sure you stand out by getting creative with job descriptions. Think about who you’re hiring and tailor your recruitment. If you’re looking for a PR person, write a press release. Or, if you’re hiring a coder, write the advert in code. There’s lots of ways to mix things up.

Watch out for red flags
When you’re hiring, you want to make sure people are joining your business for the right reasons. Try to think not just why you want someone, but why they might choose a certain job in return.

And finally, Treat candidates like customers
Finally, whether the people you interview turn out to be right for the job or not – always remember that the hiring process is part of your marketing.