A startup is a company in the first stages of operations after one or more entrepreneurs decide to develop a product or service after finding a gap in the market. 

Forbes explains that a startup can become a larger company by being acquired, opening more than one office, generating revenues greater than $20 million, or having more than 80 employees. Some examples of successful companies that began as startups include Apple, Airbnb, Microsoft and Uber.

Whether you’re looking for venture capital (a form of private equity financing) or you want to become a successful small business on your own, there are four essential components your startup must have:

Marc Benioff, CEO of Salesforce, said: “The secret to successful hiring is this: look for the people who want to change the world.”

So, let’s look at six of the best recruitment tips to ensure you get the right people for your startup to succeed. 

Treat your candidates well

Highly skilled or qualified candidates are always in demand. So, prioritise, impress, and give them a great hiring experience so that they want to work for you – especially when they may be applying for multiple jobs.

You can also convince the best candidates to want to work for you through great benefits or compensation packages. This could include paid annual leave, complimentary drinks or snacks in the office, health insurance packages, a work phone or laptop, and a good pension scheme.

In 2021, Hooray Health & Protection asked startup employees to list their top three most desired benefits:

Consider applicants with previous startup experience

Startups need employees who can learn quickly, juggle between priorities and responsibilities, and get the job done with little supervision or guidance.

Candidates with prior startup experience will be better equipped to cope in a fast-paced startup environment, so look out for these applicants over someone who’s been working in a corporate environment for years. 

Offer flexibility

The right person for the job may be a mum of three with multiple school runs to do each weekday. This means many candidates would be willing to work in a startup that offers flexibility regarding where, how and when they work rather than at a corporate setup with restrictions.

Startups can also boast about the freedom they offer to attract top candidates, especially when they can’t afford to pay the highest salaries or provide unique benefits. 

Here are some flexible working options you can offer to your candidates: 

(Image Source: the balance)

Hire people with more experience than you

Someone may have more experience with web design or customer service than you do. As a founder or co-founder, you will know more about the startup’s mission and the products or services, but you will need to hire people who can successfully carry out roles you can’t.

Myles Hunter, co-founder and CEO of TutorMe, said: “As a founder, I have to take my ego out of the equation when it comes to hiring people with more experience in their fields than I have in my job as CEO. I’ve realized that as we hire more qualified people, it will be even less likely that I’ll be the smartest or most knowledgeable person in the room — and that’s the way it should be.”

Use a recruitment agency

Startups can’t usually afford a dedicated human resources (HR) department, so the CEO, CFO, or anyone with the time carries out the hiring process. However, because you’re not paying for the overhead of an internal hiring team, it makes sense to partner with a recruitment agency to find the best applicants. 

Be sure to outsource an agency that understands your company’s mission and can authentically represent that mission and relay it to potential applicants. 

Don’t limit your search because of geography 

If your startup can offer remote working, then make sure you do. This enables you to select the best candidates based on skill and qualifications rather than geographical location.

In addition to startups having access to a broader talent pool, if they hire remotely, they will also benefit from saving money by reducing the need for a larger business space and overhead expenses. 

Working remotely also positively affects the employees as they can balance work and life obligations more effectively. If your benefits package includes a work phone, ensure it comes equipped with a 4G or 5G connection so your employees can work from anywhere and still get the job done efficiently. 

(Image Source: Pexels)

Conclusion 

Hiring the right employees can help startups avoid unique risks. So, startups need strong recruiting and onboarding processes to retain ideal candidates. 

It is essential to recognise that old recruitment strategies are no longer efficient, but the way the talent market is shifting is exceptionally well suited for early-stage startups – flexible, dynamic, and cost-efficient.

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