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6 Great Recruitment Strategies For Startups

Recruiting great candidates for a startup can sometimes pose a challenge. The company is fairly new and might not have much traction as opposed to more established organizations.
Startups, however, can offer perks, including time flexibility, equity and a collaborative work environment that can draw a lot of potential candidates in.

Here are six recruiting strategies your startup should implement to find great talent:

 

1. Treat your applicants well

When you receive a high-quality lead, call them right away because high caliber candidates are always in high demand. Prioritize those candidates, impress them and give them a great hiring experience.
Recruitment is one of the most critical areas that you need to address because every new employee you add to your startup can move it forward dramatically, slow it down, or push it backwards.

2. Think about the cost/benefit before your hire

Before you start recruiting, you need to know how much a new hire will cost your startup and what benefits it will bring.
For your cost computation, include:

  • Hiring Cost
  • Salary
  • Taxes
  • Benefits
  • Equipment
  • Space
  • Training
  • Onboarding

To figure out the benefits of this hire, include:

  • Sales
  • Expansion
  • Relief
  • Development

The new candidate you will be hiring needs to be able to add value to your organization. Since your startup is small and growing, it is important to bring in resources that can deliver tangible value for the company in a timeframe that makes sense.

3. Try a freelancer

If you can’t afford a full-time employee yet, you might want to consider hiring freelancers. Many freelancers are keen to join a fast growing startup in the early days. It also gives you a chance to see how they work, and if it’s a mutual fit. If the freelancer performs well, then you can approach them for a full-time role.
You need to be clear on exactly what functions need to be filled, and then decide if it’s something that requires a full-time employee or an outsourced solution.

4. Get potential employees with previous startup experience

Startups need employees who can work in a fast-paced environment with little to no supervision and guidance. They should be able to learn quickly and juggle between changing priorities & responsibilities.
Candidates with prior experience working in a startup will be better equipped to cope and adapt to a fast-paced startup environment than someone who’s been working in a corporate environment for years.

5. Use content to strengthen your employer brand

Your team members will have an area of expertise which they can share with your industry to attract potential hires. For instance, they can write a short article about the new technology you are working on and post it on Medium or your company blog, they can tweet short tidbits of wisdom, or answer questions on Quora.
You can also give your potential employees a peek at your company culture through videos and photos you share on Instagram, Facebook or LinkedIn. This will give the candidate a chance to learn about your team and an idea of what it’d be like to be part of it.

6. Use an employee referral program

Studies showed that referred employees tend to stick around longer, are cheaper to hire and tend to be better performers than non-referral new hires.
Startups can benefit a lot from referral recruiting because young companies need all the good employees they can get, without the high cost from
traditional hiring methods.

Great employees are key to the growth of a startup, so make sure you choose your staff members well. Employ these strategic recruitment tactics and you’ll build an A-team that will push your business to the top.

Are you looking to implement an employee referral program? Visit www.firstbird.com.

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