Everything your start-up needs to know about recruitment

Start-ups face a multitude of problems. The finance has to be in place, the product has to sell and to top it all they probably only have a very limited budget with which to employ staff. Getting recruitment right is imperative.

Choosing the wrong candidate can destroy your start-up

Given that most start-ups will want to spend the majority of their budget on their fledgling company, it might be an idea to turn over the challenge of finding the right applicant for a job to a company that offers great recruitment services at a fixed price. These HR professionals can save you time and money so you can devote all of your attention to your start-up.

Right first time

Take your time when it comes to selecting a member of staff. Even if you are using a recruitment agency, the final interviews will be down to you. Define what sort of candidate you need and what you expect them to do. Every start up recognises the time constraints imposed on their business, and if you haven’t thought out why you need help, what you need that person to do as well as what sort of remunerative package you can offer, you may find yourself wasting time in the future dealing with the problems of a dissatisfied member of your team. 

Different avenues 

Staff selection isn’t just down to aptitude and skills. In a small company it’s imperative that you get on with the candidate. If your gut instinct tells you that you like the enthusiasm and personality of the candidate as well as their CV and professional qualifications you might be on the right step.

Talking in the Guardian about the problems of recruiting for start-ups, Claire Burrows (of footwear company Air & Grace) revealed that her first hire was at an industry event. The candidate’s enthusiasm and passion for the product really shone through. The candidate asked how to become involved and Burrows continued, “I thought, ‘this is exactly the sort of person I need’”. Staff relationships in start-ups are often collaborative rather than a traditional employer/employee relationship. 

Social media

Do not dismiss the importance of social media. If, during the early days of establishing your start-up, you have engaged with interested supporters of your product on LinkedIn, Twitter or Facebook, then it’s worth examining whether these supporters might wish to join your company.

The next step will be to physically engage with them and you could follow the advice of Sean Mallon of Bizdaq, who, in a recent article, said he connects with social media contacts who might wish to work with him with a 20 minute phone call. ‘This normally saves us time on the exhaustive process of screening candidates and allows us to eliminate time wasters.’ Reading the candidate’s social posts also allows a recruiter to gauge what that individual is really like.

The more time you can devote to the recruitment process, the less problems and costs you will face in the future, and you’ll be able to focus on the success of your start-up.

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