Starting your own business right from scratch can be very exciting as it puts you at the forefront. You take your own decisions and work on your own terms. It is thrilling to turn your passion into a paycheck and find like-minded people to collaborate with.
But startups have their own set of challenges. One of the many challenges a startup faces is finding the right people to be a part of their team. Since most startups operate with low funds, they are usually not on the priority list of individuals seeking career opportunities.
Having a team of dedicated individuals is crucial if you want to accelerate your startup’s growth. Recruiting top talent helps your startup perform better and get more brand recognition. But how do you do that if you cannot offer prospective candidates cool perks and big paychecks?
In this article, we will guide you on how to hire a team of high-potential employees authentically:
1. Put out an impressive ad:
The ad you put out for a vacant position in the company must clearly communicate the essential information but in an engaging way. You need to create a great first impression which is possible by designing the job ad in a way that easily catches interest.
You don’t want potential candidates to assume you are a boring low-paying startup. Instead, show them that you are a startup born out of passion by avoiding the boring old way of text ads and using multi-media to create something impressive yet professional.
2. Don’t hire to fill a position:
The worst mistake a startup can make is hiring the very first candidate they meet. Startup owners may receive lesser applications than a big company but just selecting anyone remotely eligible for the job is a recipe for disaster.
It’s not cheap to onboard a new hire, which is why you should never waste your startup’s money and time on someone you are not sure about. Take a little longer but only settle for a candidate when you are confident that they will add value to the company.
3. Help candidates understand your company culture:
Candidates need to be able to understand how your startup functions and how the company culture is to feel compelled to work for your startup. Make sure you have social media profiles with pictures of events at the workplace or a tour of the office by an employee.
Alternatively, you can create an internship program to help young talented individuals gain work experience at your startup. When they have a positive experience working at your startup, they are bound to share it with others leading to word-of-mouth publicity.
4. Provide growth opportunities:
One of the best ways to amp up your startup recruitment program is by highlighting to the interviewees that you provide them opportunities to learn new skills and grow in their careers. A lot of young jobseekers feel it is necessary for a company to offer L&D programs.
If you are worried about the expense associated with an L&D program, you can look for training software that charge for the number of users instead of a fixed amount. For instance, if you see the Absorb LMS pricing structure you will notice that its payment plans are flexible and optimized to scale as your startup grows.
5. Make work schedules flexible:
Offering flexible work schedules can help you attract top talent as jobseekers today value it a lot. It saves them from the hassle of traveling which makes it easy for them to accept a less paying package of a startup.
Having employees work remotely saves the startup from renting out office space. Moreover, employees working remotely are able to build a better work-life balance which reflects in their quality of work and productivity.
We hope these ideas will help you present your startup in the best light and attract great candidates.