Startups usually begin with one or two people founding the company. At some point, entrepreneurs realize they can’t take on and manage every single task by themselves. They need to bring in some skilled practitioners to help them out. There are three million jobs filled every year. Finding the best people for your startup is far from easy, but if you find the right ones they can set you up for years to come.
You’re going to learn how you can go about hiring the best people for your startup.
What Do You Need?
Prior to going out and finding people you need to confirm exactly what you need. You have to know what you want from your new hire. A lot of first-time entrepreneurs will go out and hire someone with only a vague idea in mind of what they want from them.
You need to know what needs you have so you can hire people with the right skills in the first place. Write down exactly what you need and which skills are completely non-negotiable.
Don’t Go to the Job Websites
The initial port of call for many is the usual array of jobs websites. This is not where you find hot talent. Everyone on these sites tend to be the people who weren’t headhunted by the top companies. The hottest talent never makes it to these websites because they’re snapped up too quickly.
So how do you get the best people?
You have to headhunt them yourself. LinkedIn is the primary platform for hiring the right people. You’ll easily find the people you want here, but they may already be in work. That’s why you have to start building relationships well in advance. You have to make business connections if you want access to the best hires.
Look Beyond Education
It’s easy to fall into the trap of believing that because someone has a second degree that they’re automatically better than someone with one degree. This is rarely the case. In fact, college rarely prepares anyone for the world of work. Look beyond the degree on their resume and look at what else they’ve done.
Do they have any work experience? Have they won any awards? Did they do anything outside of college? These are the questions that will separate the best startup talent from everyone else.
Offer Perks People Want
But what happens when you find the best talent?
You shouldn’t assume they’ll automatically want to work for you. You’re a startup like anyone else’s startup to them. There has to be some sort of added appeal. This is why many startup owners are investing in a series of unique perks. It’s not all about the salary they take home.
For example, one perk is that bosses are offering to help with student loan debt. Rather than paying into a pension fund, they’ll pay towards the hire’s student loan debts.
Perform Background Checks
You need to make sure that your employee has a squeaky clean record. It doesn’t matter if you don’t particularly care about a record, but it can turn into an embarrassing episode for your company later. Background checks can also tell you a lot about a person’s character.
Do you really want someone who has multiple convictions for petty theft managing your cash flow? Understanding background checks and their value can ensure that you hire the right people.
An In-Person Interview is Crucial
In-person interviews should be considered essential because this is where you get the true make of someone. A resume is nothing but an introduction. Startups should hire based on the person’s personality and how well they present themselves, rather than because they got certain grades.
As well as your chance to get to know the person better, you should take this opportunity to figure out whether they’ll make a good fit for your office. The most qualified person in the world isn’t necessarily right for you if they don’t fit into the culture you’re trying to create.
Conclusion – It’s a Trial and Error Process
Implement a probationary period when you hire someone. You have to make sure that you’ve hired the right person and you have a way out if things don’t go according to plan. A probationary period is standard practice and can protect you against making a bad decision.
You’ll get better at knowing who’s right for your company over time. It takes a lot of trial and error to build a strong team.
What are your experiences with trying to hire people for your startup?