Do you want to know how to hire employees for a startup? Or what to do for executing successful hiring for business, stay connected till the end.
Whether you are an owner of a Startup or a well-established organization, the hiring process is always an exciting as well as stressful experience. Honestly, if it goes correctly, you win rewards, but it will ruin all your efforts when it fails. As it’s said:
Choose the first ten employees very carefully, as they determine the next 100. – Yevgeniy Brikman, Gruntwork
So, let’s accept the fact- you can’t build a great business without the help of helping hands. There are tasks like manufacturing, accounting, marketing that can’t be done on your own. Even if you try, things will get messy.
Hence, you always need to add a headcount to your business to make it work, function, grow, and so on. Therefore, spend your time wisely while hiring people to work with you. At the end of the day: they are on your team who can easily make or break your success.
Now let’s dig deep to find out the best hiring strategy for startups in 2021.
How To Hire Employees For a Startup: Things You Must Know!
Hiring in startups is really hard and incredibly important as they can’t let things go wrong, especially when they are at the initial stage of growth,
Do you know?
23% of startups fail at their initial stages only because of team failure.
Image Source: https://www.cbinsights.com/
It’s obvious, as we have already discussed, a company runs with a team, and when the team fails, it’s a failure for all. So, let’s learn: How do startups hire employees?
1. Build Your Company With a Vision & Mission
You need to take into account to create a business vision that describes the future where we are going to be and who will be in your network.
Whereas mission defines what your task is important to the outside world, and it tells:
- Why do you exist?
- What is your job?
If you can build both correctly, applicants will be clear with their future in your company. This is the first step for how to hire employees for a startup.
2. Able To Multitask
You need to look for resilient multifaceted problem solvers. So think of it that way whenever you hire any people.
Solving problems and delivering success are consistently correlated with each other. Unfortunately, some traditional companies require college degrees or a certain number of years of experience. Take those requirements off your job advertisements and focus on what matters.
- What problems are you trying to solve?
- What does success look like?
- What outcomes can they deliver for the organization?
The reality of a startup is that your needs often aren’t full-time. So you can hire part-time interns employees for finance roles, development roles, brand marketing, and even commercial roles.
Sometimes you need access to strategic expertise but don’t need them full-time. You can even solve this with part-time scenarios, paying for a few days of an expert’s time or engaging an advisor.
3. Post The Job Description On Different Hiring Portals
Post the role on your LinkedIn and ask your team to share it on their platforms. If you have the capital to invest in hiring an enterprise, you can even send it that way, as they have great networks.
Using a job posting site that allows you to filter applicants is the ultimate option in your pocket. If you are not yet where you have an applicant tracking system of your own, this saves a ton of time in sorting.
Top Job Portals Recruitment Startups India
According to Statista, the rate of hiring intent across India is estimated to reach 19 percent in 2021 by numerous corporations and organizations.
Today there are plenty of job portals hiring for startups in India. You can post vacancies using these recruitment platforms:
- Monster India
- MNC Owned Job Sites
4. Be a Great Place To Work
The most effective employees create ten times more leverage than an average employee.
If you have a great working culture, people will love to work with you.
If you don’t have a culture established and you’re not quite sure how to do it? Take a look on Glassdoor or find some companies in your niche that can inspire you: Yes, I want to be like them?
When you grow up as a company and have an established culture, you need to leverage. It will help you to have people stay with you longer and refer their friends.
5. Eager To Learn
It is a great idea to hire one who has constantly searched for different ways to learn about the world around them. The continuous desire and curiosity to learn is a fundamental part of the profession. Uncover more about their skills, curiosity, and learning abilities. Also, see:
- Does the candidate have a habit of listening more than they speak?
- Do they look at problems from multiple angles?
- Do they ask quality questions often?
6. Build an Application Page On Your Website
Add your application page to your landing page for recruiting employees that can send them to that page. To do it in a better way or to stand out, look at your competitors. Look at their application page and make sure yours is better from them, right?
When applicants are job hunting and find your site, they look at your application page and get pumped about working for you guys.
7. Build Your Social Presence
Being active on social media like LinkedIn, Instagram and Facebook will help you build your solid online presence. There you can highlight your culture and the things you are doing daily. Also, give shout-outs to your team to help the community see that it is a great place to work.
Get them excited about your posts on these platforms. Especially on LinkedIn is a really powerful platform for professional work.
Today, 87% of recruiters like to use LinkedIn to evaluate candidates.
Besides, you can share some videos to these social networking sites; it is powerful if you have videos of your team talking about:
- Why do they like working there?
- What do they do daily?
And just show the environment, the culture you have, and that passion your team has. This will build excitement in people and want to be a part of that.
8. Internal Referrals
Besides searching outside, it is a smart move to lean on your people who have been working with you since the beginning. Employee referrals will help you in reaching out to the right candidate.
It is a strategy that has been around for years. You can offer a bonus to the existing employees if they refer a candidate for the job post you are recruiting. The best thing about the referral programs benefits both the current employees and the employer.
What Are The Most Common Hiring Mistakes?
Hiring new talent for your organization can be exhausting and complicated if you haven’t planned things properly. Keep in mind that when you assess each applicant’s merits, they analyze you, too, and your company.
Companies of any figure must execute a productive hiring strategy. However, when you are trying to hire great talent, there are some fundamental errors that you might make while hiring, and if you do, it can hamstring your company.
So, here we are sharing with you all so that you do have it in your way. These are the most common hiring mistakes that we see people making:
- Being too narrow in your search.
- Trusting first impressions.
- Lacking transparency.
- Having an unclear hiring policy.
- Forgetting to highlight culture.
- Neglecting social media.
- Falling behind the technology.
- Not Considering Internal Candidates
Undoubtedly, hiring employees for startups is the toughest task. We have seen above- it is not just a point to look at. There are many things to see while hiring a candidate to include in your team. However, it is the team members only who can attract investors, grow your initial revenue, etc.
Now, how would I hire, right?- should not be your concern anymore? But, moreover, always ensure to hire the right people because they are the ones who can move the success needle of your business.
Further, if I have left any point to cover, or do you have any tips to share? Or got any questions on- hiring for startups in India? Just drop your thoughts in the comment section below.
How can startups hire better?
To let the work go in the right direction, here are some points to remember while hiring for a startup:
- Set Recruitment Goals and Implement Strategies.
- Showcase Your Company Culture.
- Create a Compelling Employer Brand.
- Know Who You are Looking for.
- Make a Talent Pipeline that Complies Top Candidates.
- Exhibit Your Employer Brand with a Recruitment Marketing Strategy.
- Leverage Unique Sourcing Strategies.
What trend is noticed in recruitment nowadays?
Here are a few of the trend that is noticed these days:
- Candidate Relationship Management (CRM)
- Internal pool preference
- Metrics based hiring
- Social Media Hiring
- Use of AI in hiring
How do I hire a first-employee startup?
The hiring process is tricky. You need to see many things to find out right candidate while hiring your startup’s first employee:
- Start with- why do you want to hire: is it for executing a particular task or looking for a person who can train.
- Determine whether you want full-time employees, part-time employees or inter,
- Assess candidates carefully.
- Look for internal referrals.
- Make sure you are OK to work with them.
- Read up on your legal obligations.
How much does it cost a small business to hire an employee?
It is tough to pinpoint a cost for hiring a new employee. However, some studies give estimations.
- National Association of Colleges and Employers survey result shows hiring 0-500 scale businesses generally cost an average of $7,645.
- With the wordings of the Society for Human Resource Management, the average cost for hiring employees is $4,129 within 42 days.
- Whereas Glassdoor’s figure shows, the company in the United States spends around $4,000 to hire a new arrival, taking up to 52 days to fill a position.