A good idea is worth nothing if there are no talents that come together to build a good product/platform and drive the business thereafter. Like all other business, Startups which are at their early stage need to grow their traction, revenue and scale their business further. The need for Startup hire often come for the main purpose of growth, increasing resources as well as filling up gaps within the existing team.
Could Startup Hire be the next trend in Talent acquisition?
Within Startup Jobs Asia, we see that Startups jobs come from various roles such as Technical, Business Development all the way to Social media/Analytics and Community etc. Having say that, we see around 75% of the roles are technical/development-based.
Talent acquisition is every organisation’s problem, not just Startups. Even MNCs, Banks, Telco and others are facing the same challenges just that Startups here are facing a different flavour of “challenges”. With the low unemployment rate in Singapore and Malaysia, this left any average jobseeker more choices of jobs and employers. Combining the average jobseekers’ preferences to work with mainstream jobs, perception of stability, compensation limitation and the recent further tightening of regulation for foreign employment (In Singapore), this has further elevate the challenges that Startups faced. To add on, Startups have lesser resources to invest in more channels to help them Startup hire the right talents such as engaging headhunters which are deemed as hurting to their runway.
Startup requires different type of talents and skill sets at different stages. An early-stage Startup should look out for someone more pioneering with a pro-risk taking approach as compared to another Startup in Series A or B. This applies similarly to an early stage Startup moving towards Pre-series A where they start to increase traction or grow their revenue base. Founders will need to gauge what type of talents they should look for at different stage of their business. A successful hire should be one who is pioneering with a certain element of pro-risk factor, far-sighted to see the long-term growth and benefit, goal-oriented, driven and ready to “roll up the sleeves” to get the tasks done.
Startups can look for job portals that are already established in the market. A focus site like www.startupjobs.asia will serve the purpose as inevitably, which is deemed with the audience being right. Generally, jobseekers that come to our site are keen and pro towards joining a Startup environment. Some of the other Startup hire avenues can be through friends and referrals, networking events, hackathons, job fairs and social recruiting/media etc.
Some basics for Startups : the next time they put up their hiring ads – Job Description of which it should include a quick overview of their start-up business, their unique proposition, responsibilities and requirements of this role. To add in a right “pull factor” will definitely help to create more eyeball among jobseekers.
Startup hire is not just a process but an art of attracting the right talents. Founders need to know what kind of talent they need, put them in the right role and at the right time. Always aim to hire someone better than you (co-founders).
(The article first appeared on NextUp Asia)
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