No More Hiring Dilemma for Startup Founders

For startup founders, hiring new or even first employee is a very crucial decision. Moreover, hiring budgets are outrageously limited. Is that better if you don’t hire? Or do you really need to hire, yet there is a risk of the costs of high turnover that comes with failure?

No need to take a long time drag on this dilemma. If you decided to hire, then there are a few things to do. These are the tips:

Only hire smart people who are versatile self-starters with a proven track record. Previous startup experience? Even better.

Startups are somewhat special than usual company (let’s say government office). There are work and management styles that might be new for many people. Thus, onboarding candidates who have never worked for a startup can be challenging.

As a recruiter, however, getting candidates engaged with your role also means making sure they understand that some of these realities are circumstantial. These are indicators of a candidate who could be a good fit for the company.

  • Started a service company, club, or organization.
  • Have worked with previous startups, small companies, or within small teams
  • Have experience volunteering or working for a nonprofit
  • Launched their own companies
  • Have a portfolio of their past and/or current side projects
  • Share their future goals and expectations, especially with an entrepreneurial, inspired tone.

Alternatively, candidates who share their unsuccessful venture can also share insight to what they learned from their failures, and what improvements and new skills they now know to take into their future ventures.

With that said, it’s important to align candidates’ expectations of a role with the employee experience.

Hiding the realities that blatantly separate startup company culture, and let’s say, corporate company culture can create misconceptions between your employer brand, and employee and candidate experiences. Whether you’re bringing in talent with or without previous startup experience, new hires need to know what they’re getting themselves into. Replacing a hire that ends up not being a good fit for the team uses extra time and resources that could have been invested in a more long-term employee.

Remember that work length doesn’t matter as much as relevant work experience.

You’ve probably heard about all the hat-wearing that goes on in working for a startup. Being employed by a bootstrap company requires being able and willing to multitask, to take on a mix of varying projects, to learn new skills and tools to supplement the team, and to be at the front of duties that may not exactly be part of the primary job description. Use career progression as a factor of success – A candidate with one to two years of experience and a promotion at a company has proven more career development than a candidate who held the same job position and title for six years at a company.

Hiring talent for a startup can be tricky, especially when a number of your competitors are likely looking at the same talent. Find candidates who can adapt to your company now and where it will be, who can hit the ground running, and who are smart, quick learners.


Next read…Hiring and building an AWESOME team!



Article contributed by Startup Jobs Asia‘s Team.

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