Wondering how to hire the right talent for your startup? Keep reading this startup hiring guide.
I talked to some of the startup owners and HR managers and found that the biggest challenge most startups face is hiring the right talent.
Most startups don’t know how to find, attract, and hire the right people.
Building an amazing team is as important as building a great product and a client base.
Wondering how to hire amazing talent and expand your team?
In this ultimate guide, you’ll learn the hiring strategy for startups to hire the right people successfully.
Let’s get started:
Why Hiring Right People Is So Important
Wondering what’s the importance of successful hiring?
CB insights surveyed the companies and found that hiring the wrong team is the third most common reason startups fail.
According to Norman Crowley, a serial entrepreneur:
“You have to hire the right people if you’re going to grow your business. When your receptionist is 50 times smarter than you, you know you’re building a great team.”
Over 8 in 10 business leaders state that it is more difficult to hire the right candidate now than it was five years ago.
Here are some reasons why hiring the right people is so important:
Reason #1. A startup can’t afford the cost of a bad hire
Career builder study showed that a single bad hire could cost a company &$50,000. The report further mentioned, “It can also cause a significant loss in revenue and productivity and cause problems with employee morale and client relations.”
As a startup, you simply can not afford it. The cost and productivity problems continue even after you dismiss the employee because you still need to go through the process again and find a replacement.
Reason #2. A new hire affects a team’s productivity
A recruiting mistake can put pressure on other employees. As you are spending your time trying to correct your mistake of bad hiring, the rest of your employees may become dissatisfied.
In a recent Robert Half survey, 56 percent of the survey respondents also reported increased stress on the team that worked with the bad hire.
Reason #3. Every new hire influences company culture
Only a few people are working with your startup, so every new hire has a huge impact on your startup and its culture. The right hire will not only work hard and be loyal but will inspire others to do the same.
Yevgeniy Brikman, Gruntwork says:
“Choose the first 10 employees very carefully, as they determine the next 100.”
3 Benefits of Hiring the Right Person
The benefits of hiring the right person are many and varied. From improved productivity to lower staff turnover, there are plenty of reasons to make sure you take the time to find the perfect candidate for the job.
Here, we will explore three of the most important benefits of hiring the right person. By understanding these benefits, you can make sure you invest your time and resources in finding the best candidates for your open positions.
Saves time and resources
The benefits of hiring the right person are many, but one of the most important is that it saves time and resources. It can be very costly to keep someone on staff who is not a good fit for the company or who does not have the skill set required to do their job well. Hiring the right person from the start will save you time and money in the long run.
Decreases the workload of current employees
When you hire the right person for a job, it can help to lighten the workload of current employees. This is because the new hire will be able to take on some of the tasks and responsibilities that they are trained for, giving other employees more time to focus on their own work.
In addition, having another set of hands around can simply make things run more smoothly in general.
Introduces new ideas and perspectives
Hiring the right person for the job is essential to ensure that new ideas and perspectives are introduced into the workplace. The right person for the job will be able to bring their own unique skills and abilities to the table, which can help to change the way that things are done within the company.
This can ultimately lead to a more efficient and productive workplace. In addition, hiring the right person can also help to create a positive work environment where employees feel valued and appreciated.
Top Recruitment Challenges a Startup Face
Most startups struggle to find, attract, and hire the right candidates. Here you’ll find the three biggest startup recruiting challenges:
Challenge #1. Lack of hiring resources
Small companies and startups struggle with a lack of knowledge, resources, and time to hire the right candidate. Startup owners don’t even know where to start.
They don’t have a dedicated in-house recruiter or HR department with the right hiring expertise and experience.
Challenge #2. Not established employer’s brand and reputation
Your company brand and reputation do count in the hiring process. Candidates will always look for a reputed company to work for.
Startups just getting started, so most people don’t trust them and think working in a startup is a risk. It’s going to be hard to attract talent who has offers from highly reputed companies to come work for you.
Challenge #3. Less money and benefits on offer
A handsome salary and perks are the first things that job seekers will look at wherever they decide to join a new company.
Startups will not be able to offer a competitive salary with benefits because there are a lot of other areas where funding is more important. A talented candidate would love to work for a reputed company that offers a high salary instead of you.
Recommended Read: 80 Employee Benefits Ideas for Remote Workers [2022 Guide]
Proven Tips to Attract the Best Talent (Startup Hiring Guide)
Now the question is: you have no reputation and can’t offer handsome salaries, so how can you attract the best talent to your startup?
Working at a startup has a lot of amazing benefits. Trust me, I work in one, so telling you from my experience. You just need to show the benefits in the right way.
Here are some tips to attract top talent to your startup:
Tip #1: More than just free lunch: What makes you different?
According to LinkedIn research, 25% of candidates said that better company culture is among their top reasons for changing jobs.
As a startup, you should share your long-term vision with your potential employees and present your company culture in the best way. A startup has a friendly and relaxed atmosphere where everybody knows your name, which feels really nice.
Just find one hook that differentiates your startup from the thousands of other small companies out there?
And always remember, a startup needs the talent more than the talent needs the startup.
Tip #2. Think about flexible work hours
Startups have one plus point, they are much more flexible than big companies. Think about offering flexible work hours or remote working options. Highlight this feature and show the people that you value work-life balance.
Some professionals actively look for jobs that will allow them to work flexibly. An option like working from the office three days a week and two days at home to entice talent to choose your startup.
Tip #3. Make connections with Universities
New graduates have updated skills and great enthusiasm. Making connections with some top universities and attending university career fairs will help you find the right talent.
You can also offer internships or short-term employment that will help you train upcoming graduates without the costs of committing to full-time employment.
Tip #4. Speak at events and networking
You can expand your talent hunt by taking the time to speak at events and meetups. It’s a great opportunity to show your company and vision to potential future co-workers. Plus, these are great networking environments.
Tip #5. Convince people you’re going somewhere
As a startup, you have to be able to reassure people that you’re on a path to success and beyond.
Candidates should have an idea of how well your startup is doing. Your company blog, Twitter handle, and LinkedIn page are some great places to share the success you’ve found along our journey.
Tip #6: Create a perfect career page
Candidates want to know about your company’s culture, values, benefits, mission, and vision. And a career page is a great place where you can showcase these, it’s not just a page with some boring job descriptions.
The Talent Board research stated that your careers page is the #1 place candidates go to research your company.
It’s a place to show job seekers why your company is attractive, and make it easy for them to apply to open roles.
Tip #7: Evaluate the success of your recruitment process
Before you extend a job offer, consider distributing a survey to top candidates, asking them to rate their satisfaction with the recruitment process.
Also, check how an employee has performed since you hired them. When appraising their work ethic, consider the following:
- How efficient is the new employee in completing their tasks
- If the new employee interacts with their peers well
- How the productivity has grown since the employee joined the team
- When you determined in the recruitment process that the candidate was the right choice
What to Look For and Who to Hire
If you want to find the right talent who can survive in your startup culture, you need to look beyond skills. Here are some characteristics you should look for:
1. The culture fit
You need to assess people on their behavior, mentality, and match the values of your startup. Never hire people with bad attitude. It only takes one jerk to poison an otherwise stellar team.
Go for candidates with an opinion, people who can honestly explain what they like and dislike and believe in missions, values, and visions.
2. Ready to learn
In a startup, you need people who learn other skills as well and take responsibilities when required. Look for people who are eager to learn and able to grow with your company.
3. Hire for attitude
Focus on intelligence, personality, and diligence. Instead of testing for specific knowledge or skill, check how a candidate reacts when you ask them to do something they haven’t worked on before. Carry out behavioral interviews, in addition to the standard ones. Always have a good store of behavioral questions.
A Bonus Tip: Always Be Hiring!
Whether you’re a startup owner or a hiring manager, if you only hire when your company has an opening, you’re missing out on top talents.
59% of employees would be willing to leave their current job if a more appealing offer came their way, even though they aren’t actively looking for another job. (Source)
Include your whole team in recruitment by implementing an employee referral program. If your team is proud of where they work, they’ll tell their friends. Turn each of your employees into a recruiting machine!
Recommended Article: A Buyer’s Guide to Applicant Tracking Systems 
In this startup hiring guide, you’ll find some proven hiring strategies for startups.
Here are some characteristics you should look for:
– A candidate with a positive attitude.
– A candidate who is ready to take on new responsibilities.
– Focus on intelligence, personality, and diligence.
Don’t just hire when your company has an opening, always be hiring! startups should always be on the hunt for new talent. And test the real skills of a candidate during the interview process.
Here are some tips to improve the candidate experience:
– Write a clear job description.
– Set expectations about the hiring process.
– Give candidates information about what to expect at in-person interviews.
– Be open to giving and receiving feedback.
– Respond fast after the final round.
Here are some reasons:
– You can’t afford the cost of hiring a bad candidate.
– A bad hire can affect your team’s productivity negatively.
– A new hire has a huge impact on your company culture.
Now It’s Your Turn
Building a great team is very essential to growing your startup. I hope this startup hiring guide will give you some idea of hiring the right talent for your startup.
Any tips you want to share? Or got any questions? Just drop your thoughts in the comment section below.
Do you want to become a part of Springworks’ growing team? Check out the openings here.
Originally published on March 3, 2020 03:13 PM, updated Nov 14 2022