If You’re a Startup Then, Hire More Cautiously!

‘Hire for Attitude, Train for Skill.’ (Herb Kelleher)

For young startup, hiring the right talents is the key that will guarantee your business success in the future. While the advances of technologies such as AI (artificial intelligence) and analytics are predicted to replace human roles in the workforce, it is arguably that human touch remains crucial factor for the success of an organisation.

In today’s fierce business competition, seed-stage startup requires skilled and reliable human resource to execute business plan and drive growth. Owing to this reason, leaders should hire more cautiously, since bringing in new talents on board can make or break your startup.

It takes more than good educational background and skillsets for a talent to shine in a startup environment. While knowledge and skills are vital, your startup needs to dig deeper into talents’ character and attitudes. There might be tons of people possessing the required qualifications that you are looking for. However, it could be difficult to find candidates who share the same values and demonstrate an ability to fit in your startup culture. Therefore, rather than focusing only on the hard skill, it is imperative for you to weigh the talent’s soft skill too.

Before posting any job opening in your startup and conducting your first candidate interview, you should specify the values, character, and personality traits of your ideal employees. This will not only help you find the right ones easier, but also makes them function faster when hired. Take a look at the following tips on how to achieve hiring success for startup:

  1.    Identify your hiring needs

Is it the first time your startup hiring? It is imperative for founders to identify the organisation’s hiring needs, such as which position needs to be filled, what is expected from the candidates, as well as what responsibilities they have to bear. Given the tight budget and urgent needs, you have to make sure that the new hires can work effectively as soon as possible. Always keep the hiring tap open, as you will never know who will show up on your door.

  1.    Create an awesome culture

Startup is widely-known for its flexible culture and fun working environment, and there is good reason why you should have an awesome culture, too. Good company culture will help improve employee morale and boost employee satisfaction toward their jobs. When employees are contented, this will increase their engagement while enhance better productivity and work quality. Therefore, before publishing your job listings, make sure that you have created a positive and supportive environment where potential talents can flourish.

  1.    Engage the candidates

One of the most common mistake by rookie startup in hiring is failure to communicate and engage with candidates. While you might need time before making the hiring decisions, your HR should reach out and stay in touch with potential talents. Do not let your candidates hanging for weeks without any updates about the offer because this will stain your employer brand.

  1.    Look for talents with entrepreneurial zest

As previously stated, candidate’s attitude should be prioritised before over skills and knowledge. It takes more than brains to thrive in the business and drive growth for your startup. Owing to this reason, you should ensure that your future hires demonstrate strong entrepreneurial zest and willingness to learn. Design detailed interview questions that will indicate these qualities, such that will help you determine if the candidates are worth it.

  1.    Offer competitive benefits package

While startups might not afford to pay competitive salary for employees, there are many other ways to please your employees non-financially. Offer competitive benefits package that do not require you to spend extra money, such as giving freedom for them to arrange their own schedule, providing options to work remotely, and initiating self-development programs.

Next read: Should Startups Opt for Co-working Spaces? Pros and Cons