A startup can only be successful when you have a great idea coupled with a proper workforce. If you don't have the right people supporting your idea's foundations, then your idea won't thrive for long. In today's startup environment, success only comes to those who invest not just in tools but also talents.
While AI may have revolutionized and eased taxing tasks in the sector, there is technical and creative work that's best left to professionals with vision and passion. If you want your startup to survive in the long run, here are a few tips you could use to recruit and onboard the best people.
1. Hire someone with both credentials and experience in mind.
When populating your workforce with the right workers, you will want candidates to possess academic prowess and a track record that caters to the needs of your business. You may be advised by many LinkedIn influencers that experience trumps academic credentials. However, it's not always the case, especially when you're hiring for roles that require formal training.
Software engineering and cybersecurity are some of these roles, and you wouldn't want someone with a certificate they obtained in just under three months. Unless they can prove their skills, you're still better off hiring people with a relevant degree and a track record in relevant industries.
2. Ask for referrals from your partners.
Recruitment takes time, especially if the market is saturated by job-seekers with varying skill levels. It could be difficult to filter out the most ideal candidates, so if you're rushing to hire the best people, consider asking if other businesses could recommend people they know to your team. The advantage of this is that you don't have to do any extra due diligence to ensure you're hiring a legitimate worker.
Don't treat referrals as though they're already perfect. It still requires a level of discernment to know if the person referred to you matches the qualities you're looking for. When it comes to the person's background, a people search may help you make informed decisions and uncover past issues that their previous employers weren't aware of.
3. Set up a robust job interview.
Hiring the right people doesn't involve a single look at their resume. There's more to a person than meets the eye, so it's important to ensure that your recruitment campaign takes into account other factors. The interview, at this point, is the most critical step to uncovering a candidate's emotional capacity. Consider throwing situational questions, especially if you're hiring someone to handle managerial functions.
Don't just ask about what they're going to do in case they fall behind schedule. Ask them how they will feel or behave under these circumstances. In return, allow them to ask you about what it's like working in your startup. This would reveal a lot about their character and capacity for leadership.
4. Ask for portfolios and assess them.
Job interviews are critical, but they are not the ultimate gauge by which you should determine if an applicant is equipped with the right skills and know-how. Some of them could be introverted but have a great work ethic. If you're hiring people to join your creative team, consider measuring their skills based on the portfolio or samples they provide. Use these as the primary basis for deciding whether to hire them or not.
5. Negotiate for value.
Even though you're a startup with limited funds, it's never wise to offer a low pay grade for someone who has the right set of skills. All the same, you shouldn't let an ideal candidate go just because you can't afford the value of their experience. When talking about details regarding salaries and benefits, the worst you could do is to start low.
To be safe, offer a fair number based on local average salaries for the same position in the community. You can add bonuses along the way just to entice the candidate to accept your offer. If they refuse, it's best to let them go and move on to the next person on your list.
6. Streamline your onboarding process.
Once you have hired someone for a role you're advertising, the first few weeks should focus on familiarization and rapport-building. An effective onboarding process is needed to ensure that the recruit feels at home and is equipped with the knowledge and tools they need to handle their first assignments.
After orienting about your startup's goals and culture, pair them up with a senior member of the team who can act as a mentor. Your onboarding process should also include a brief training period that allows you to see if the person has the right attitude for the job.
Endnote
When it comes to recruiting the right people for your startup, never overlook your business's needs and, at the same time, the needs of your applicants. From there, you should be able to onboard not just employees but also valuable members of your startup family.
