Hiring is not easy and it is not easy for startup at all. Startup is simply a young company with limited cash flow and lack of resources.A single wrong recruitment can cost the startup big time. A new recruit in a startup has to be the best one who can bring the performance of a rock start for the startup. Cost and effort put behind a few early hiring in a startup has to be well in place to bring the right talent on board. So, when you are looking to recruit the best talent for your startup then you must have a sound strategy behind this and for best recruitment services in India you can consult us. Here are 6 strategies to recruit the best talent for startup.
- Time the hiring
Startup needs to recruit when it is absolutely time to recruit. New hiring is first an expense on which you expect the best return. So you must time the investment properly. As much as is important to fill key positions, equally important is to make sure your funds are being employed at the right time. This means startup must hire when the position that is being filled will bring more return than money invested on it and the startup cannot do without it anymore.
- Focus on your vision
This is required to recruit best talent. In a new startup a great talent can be engaged with the mission and vision of the company. If the company is moving ahead with great vision with which it can engage the new recruit then only it is possible to get the best talent. A startup cannot pay fat paychecks. So the strongest excitement you can create is possible only through a great mission and vision.
- Choose the right place to recruit
It is not always possible to go traditional places of hiring because of time and cost restraint. You can explore deeper to get where the potential candidates are. You can present your job opening on selective job sites and on your own website. You can post your jobs on strong networking sites like LinkedIn and Facebook. Campus hiring can also be a good choice. You can also take services of select Recruitment services in India.
- Offer a compelling job
You want to get the best talent for your startup. You cannot offer big paycheck. So, you must offer a compelling job to talents out there. Show them that you are presenting a great job and growth opportunities to the candidates. Offer them free working environment and those who love taking responsibilities would enjoy it if you offer them the right job profile where the learning can outperform other lucrative parts of a job.
- You must be a great place to work
It cannot be a just a great promise to the talent. You must be really a great place to work else the recruited talent would take little time to leave your company. The focus and work culture must be friendly and growth oriented. Involve every employee in the day to day work which is quite possible as the team is short. It is proven that when people enjoy their jobs, co-workers, and environment they work harder, churn less, and add more value to your company.
- Use all platforms to talk about your company
Great talents are not at a particular place. You also as a startup must promote your company, its work, vision, work culture and everything on as many platforms as possible. You can go to events, use select social media network, formal and informal network. Great talent follow great startups so when you are present strongly on these networks they might get attracted to your startup.
Becoming a successful recruiter depends on the improvement of the performance of the recruiter in the coming future. As a recruiter are you ready to improve? If the answer is yes then you need to work on your job to achieve your goal. You can write down things which will improve your efficiency. But if you want to take a big leap then you need to rethink, redo and rebuild. This will bring a big positive change in recruiting people from the way you already are doing. This is what we follow and that is why anyone seeking best recruitment services in India should contact us for best hire for their organization.
It takes some effort to become successful recruiter so some tips to achieve this are mentioned below;
- Define the job, not a person for the job
You must improve quality of hire. You will not get the best hire by defining a person for the job but rather defining the job in detail to best candidates will be effective. You can describe the job to the person what he needs to accomplish in order to be considered successful. You need to set out clear 5-6 performance objective defining the clear and real job expectations from the candidate. Don’t put out ambiguous list of skills, generic competence and experience requirements.
- Asses the performance of the candidate and not just tick the boxes of his or her skills and experience
When you are talking to the potential candidate on phone then you should use the work history review of the person to determine whether the person is an achiever or not. He or she should be in top league of the peer group or A team of the company he/she is working in. During the interview also assess the person’s accomplishment and check if they are in line with what the hiring company need. It is more important to emphasize on past performance and future potential, rather than just focusing on skills and experience. This is how you raise the talent bar at your company. If the candidate is from the A-Team but the current opening is not a great fit then you can find some other job in your company for the person.
- Go for a panel interview to eliminate mistakes
Panel interview is a great way to cut your send outs per hire. You can eliminate any possibility of biased hiring decision to a great extent by leading a panel interview of the candidate. If you have a well-organized and diverse interview panel then it can assess the person in 360 degree which reduces the possibility of wrong or incomplete assessment of the person.
- Check references and do networking on all platforms
Good candidates are not always found through a rigorous process of hiring. If you have good references in the industry and you keep a strong network with organizations and potential candidates on all levels like social media platform, conferences and networking events then you will always be in touch with great minds and achievers. You never know who among them can be a perfect choice for your future job requirement.
- Discuss the compensation when jog well understood by the candidate
An employee at all levels seeks best working opportunities and career growth. So, once he or she understand what the job expectation and career development opportunity he or she is going to get then finalizing compensation becomes easier for both the candidate and the recruiter. This is especially true for ones who are looking to change jobs. Also for a fresher a detailed understanding of the job, the opportunity and the circumstances is vital. This is a great way to get best people and finalize the compensation.
Now you understand that just becoming marginally better as a recruiter it does not take much but to be really successful recruiter you need to work on all aspects of recruitment. As recruitment consultancy providing high quality recruitment services in India we focus on continuous improvement.