Startup Recruitment Strategies: Keep Pace with the Best

Share on facebook
Share on twitter
Share on linkedin
Share on email
Share on facebook
Share on twitter
Share on linkedin
Share on email
Startup recruitment tips - TalentVine Blog Post

Startup people think differently. We want scaleable growth, and we want it quickly.

Sustainability comes second. We’ll work it out when we get there. First, we need numbers.

Recruiting strategies for startups differ wildly from those that work best for conventional organisations. We can’t afford mistakes, and we can’t afford to fight against people who aren’t on the same page.

Which is not to say we should hire people that think like us. Quite the opposite. Contrasting opinions often produce the best middle ground. However – there has to be some commonalities between you and your team when you’re trying to scale a startup. You need to want growth. You have to breathe it, live for it.

Hiring the right people can change the game for a startup. Hiring the wrong people can sink it. So, how can you avoid a game-ending error? Well, we found ten great tips and wrapped them up in a tidy little package. Follow the rules below, and you’ll go a long way towards filling your team with high quality talent.

Applicants are Customers.

Everything we do is about shifting that dial and bringing in more customers. Treat your applicants like customers – until they prove otherwise, they’re deserving of the royal treatment.

You wouldn’t wait a week to call a highly qualified lead, so don’t wait a week to call a highly qualified applicant.

Do a Solid Cost/Benefit Analysis.

Like anything else in your business, talent is a resource. If it won’t pay for itself, there’s a good chance you can’t afford it. Calculate your costs in advance, including salary, taxes, superannuation and any benefits or equipment that will be going their way. Of course, you’ll save on recruiting fees using TalentVine – but this article isn’t a plug.

Consider a Freelancer.

If the cost/benefit analysis doesn’t add up, or you just don’t have time to train and manage someone, consider a freelancer. The gig economy is exploding right now, and there are stacks of highly qualified professionals selling their skills on the side. If you need something done, but can’t or won’t hire someone to do it, this might be the route for you.

Get the Timing Right.

Don’t hire a corporate suit if you’re still working out of your garage. Different people are perfect for different stages of a business’ growth. Hire someone who can handle the stress and rapid changes that come with an early-stage startup.

Focus Inwards First.

What can you do to make your brand more attractive?

Great employees want to work for great companies. The more advanced an employee is in their career, and the more developed the skills, the more selective they’re going to be about where they spend their time.

Build a great employer brand through content marketing strategies. Publish your big wins and emphasise your awesome culture.

Develop, then Demand.

Great company culture can drive people to your door. If you’ve got an environment that invests in its employees, cares about their future and goes to great lengths to help them achieve new heights, people will want to work for you. Focus on your employees, and you’ll soon see some serious talent knocking on your door.

Environment is Key.

Most people want to work somewhere comfortable, somewhere that they enjoy showing up every day. When you have a great work environment that promotes achieving awesome results (and supports employees while doing so), people will be more than happy to turn up to work.

Hire at the Right Time.

If you push back hiring dates again and again, you’re ultimately going to be stuck rushing to hire someone and making a less than optimal choice. Anticipate the demands of your company ahead of time. If you know that you’ve got big projects on the horizon, start scouting for talent early.

Communicate Clearly.

Be upfront about what you want. It can be frustrating for candidates when the interview doesn’t align with a job advertisement, and even more frustrating when the day-to-day activities of a role clearly differ from the sales spiel they got to come on board.

Be clear about what a role entails. If no one’s interested, improve the role.

To ensure you’re hiring the best talent from the right sources, and doing so at the right fees, let the TalentVine platform help you today!

social recruitment myths and legends - TalentVine Blog Postcultural fit and the downsides - talentvine blog
TalentVine - Recruitment Martketplace

Add A Role