I have hired for Big Four Companies ,Telecom giants , Multi national Companies but the most challenging and equally satisfying job has been hiring for start-ups . You can compare it to the adrenaline rush it brings to the job , some kind of restlessness to bring the best talent onboard , need to do my job with perfection and most important to get perfect fitment profile . For a startup the% toughest thing is never to raise money , close the deal or doing sales , its RECRUITING the best talent . Getting the right set of people for your newly incepted company is the most difficult task .
I have formulated a 5 step regime which helps me connect with the best of talent .
1. Have a know how of your requirements ?
A startup involves lot of work and the most ignored part is hiring . Generally people don’t realise the difference between funnel of potential candidates and actual Onboarding . First rule is to have only such people in pipe line who can be potential recruit . Proper filtration of the profile saves time of the candidate as well as hiring manager . Allow only those people to come in who match your requirements . It will save your energy and anyone who is involved in hiring will have clear picture of your expectations .
2. Inbound recruiting is the key word
Good recruitment means to be available for all those people who CAN BE interested in the job . We have a misconception that only active job seekers look for your advertised jobs . But fact is whole world is busy on google , they love to explore things when free , getting bored at work , siting idle at home . You should have something interesting to offer them . Be on social media , blogs , and google , serve them with interesting topics , build a trust , maintain a good PR and be in news for good reasons. Your most interested candidates will come through this channel , who are inquisitive about your company and product .
3.Let your potential hire see the forest while you are just a tree
A good recruitment strategy is to organise events , give talks at seminars , let people know your bigger vision , show them where you mean to reach and why you have started for the first reason . People should believe on you and your mission and it can happen only when you are present among them .
4. Be Creative while advertising the job
Job it resonates with a boring thing which most of the readers do from 9 to 5 . As you have founded a new product or innovated something , lets do some innovation in your work culture . Your work environment should have something really inviting , like a pet day , mostly quiz session , work vacations ( People travel to some good locations and enjoy time after work exploring the nature and unwinding) , some kind of competitive games to evaluate the work and track work progress . Company can also announce some perks of working with them . You can give some kind of independence and authority for decision making and exploring their creativity and innovation . Autonomy to chose their team and decide the work progress . These are few tangible things but when you are known for trusting your employees , employee will trust you in return . Yes, things may go wrong at times , but largely it brings good results .
5.Hire before raising funds
Do the major hiring before raising funds , it will help yu get those people who are joining you for a reason and believe in your idea . After funding , hiring becomes easy but you may not be able to judge if person is coming for easy money or some strong motivation .
Its true hiring for a start up is Herculean task , as you are explaining the motive and idea behind the start up to every person who are targeting . Its time consuming finding the right talent who would fit in the culture and who would be ready to take up any upcoming challenging situation . Team is like a family in small set up and one wrong entry may effect the culture in wrong way . One has to be alert at every stage while deciding .
Hope this helps , do share your feedback or any additional information which can be useful in widening my horizon .
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