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5 Tips for a Successful Startup Recruitment Process

Recruitment Challenges

As a business owner, you know your employees play a crucial role in the growth of your organization, regardless of its operating size. Without a skilled team, your startup will not be able to implement its overall strategy or achieve its mission. Simply put, the growth of your startup is highly dependent on the employees you hire to fill each role in your company.

But, how do you select the right workforce from a pool of talented candidates? The recruitment process is crucial for building a successful team, but it can be tricky, especially when you are just starting up. The following tips can help you implement a recruitment process that yields the very best team members for your startup.

1. Keep current and future needs under consideration

First of all, you must be aware of the current and future needs of the organization before hiring any employee. Knowing the purpose for hiring each employee will help you to make the right decision. For example, maybe you are looking to hire a bookkeeper, but you know that in the near future, you will need an accountant too. In this situation, the best move will be to hire someone who is the best fit for the bookkeeping job and also have the potential to be trained as accountant to meet the organization’s future needs.

2. Focus on hiring cost

Another tip to consider is focusing on the hiring cost of each potential employee. The determination of this hiring cost can be based on various factors including the size of the organization, the designation of the employee to be hired, etc. Based on the calculated cost, you will be able to make the appropriate decisions, especially related to the advertisement of each job, in order to seek the right candidate.

Having a low budget for hiring means that you will have to focus on economical or free means of advertising including newspapers, social media sites, and online job portals. However, if you happen to have a higher budget for recruitment, then electronic and print media can be considered for the job advertisement as well.

Other than advertising, you will have operational costs including screening resumes, calling candidates for phone/pre interviews, and conducting initial interviews to finding serious candidates. This includes a lot of labor to be done before you invite for the actual domain/technical interview. You can consider a hiring consultancy for all this work and they can provide you the filtered candidates. But off course they will charge for their services; you need to compare the cost and can define your strategy.

3. Consider different sources to get the right candidate

Do not forget that getting a large number of resumes is key to a successful recruitment process. Instead, there should be a balance between the quantity and quality of the resumes received. Now the question that may arise in your mind is how you can maintain such a balance. Do not worry, as for this purpose, different techniques and tools are available. Some of the tools to consider for this purpose are:

These tools can help you find the right candidates. Typically, targeting the right candidate falls under the category of “head hunting.” You look for the candidates’ resume in the above mentioned portals’ database and call only those candidates who look good on paper. But you have to pay to search candidates in those databases.

LinkedIn is free to see profiles, but when it comes to connecting with them and sending them messages, you have to subscribe to their upgraded packages.

I would say this search option is good but expensive, though you can consider posting job to these portals.

4. Use a well-planned recruitment procedure

Always plan a structured interviews to root out the very best candidates. Here are some tips that can help:

  • Identify the right members to be included in the interview panel
  • Explain to them the scope of interview and the entire appointment process
  • Develop the questionnaire after identifying the knowledge, skills, and abilities to be assessed
  • Develop the assessment form
  • Conduct interviews according to your pre-defined plan
  • Calculate scores of every individual by assigning an independent rating
  • Conduct an informal discussion with the panel
  • Select the right candidate based on the scores calculated

5. Shortlist by skills and knowledge, but select the candidate based on right attitude

Last but not least, always shortlist the candidate based on his/her skills and knowledge based on the well-planned interview process you have developed. Once you’ve shortlisted all the potential candidates, then you should focus on the attitudes of each potential candidate to make your final choice.

According to Valerie Wagoner, who is the CEO and Founder of ZipDial:

“The great achievement is to maintain the passion of workforce if you really want to make your organization grow.”

Try to find the same passion in the employee you are going to hire and make sure that he/she will fit not only the job, but also your organizational culture.

I always loved this quote from Omer Hamoui, Founder of ADMOB

“Never, never, never, hire people with [a poor] attitude. You will regret it.”

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About the Author

Sheraz is an Entrepreneur and Co-Founder of BizClout and COO of OneClout. Focusing on empowering small businesses to uplift using technology. Usually write about SMEs and home based business tips on different forums.

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