7 Hiring Tips for Ambitious Startupers

Every successful startuper unavoidably reaches the point where they need to delegate tasks. To do that, they have to hire new employees whose competencies and skills will contribute to business growth. If the owner keeps doing everything on their own, the chances of beating competitors are very small.

Moreover, many people falsely assume that if you want the work to be done nicely, you have to do it by yourself. The labor market is huge. You can hire dedicated and more experienced people who’ll be the right fit for the job and contribute to the company’s efficiency.

Hiring people is inevitable if you are an ambitious startuper. To hire the best in class, you’d better prepare yourself for a long and tiresome process. Creating a brilliant team is a cornerstone for your startup’s success. 

Even if you delegate candidate selection to the recruiting firms, you still need to participate in interviews. No one knows better than you who’ll be the best for your company.

Thus, if you don’t know where to start and how to make the hiring process easier, here are a few tips for you. Read ahead and apply them right away.

Consult Professionals

If you look for the right people to hire on your own, it’s better to read as much as you can about recruiting and hiring. Just think of it: you want to employ the best in class. Obviously, they expect you to know the basics.

Check materials provided by an online resume writer service to know what the requirements for professional resumes are. Find out what ATS system is the most popular in your industry and consider making an investment and purchasing it. Learn what job search platform is the most popular among experts in your industry. If you don’t do that, you risk losing time by placing your job posting in the wrong place.

There are lots of niche-specific details you should find out before starting the hiring process. You’ll get into the matter when you start hiring. However, the more you know at the very beginning, the better.

Use Referrals

Asking for recommendations is the best way to hire brilliant people. If you have friends or colleagues working in different places, do try asking them whether they know an ideal candidate for the job. You’ll be surprised but quite often such recommendations help find a successful applicant.

These referred candidates are aware of your interest. Even if they are employed, the fact that they agreed to talk signals that they are open for consideration. Moreover, the fact that you are connected and have mutual friends helps in building a more trusting relationship.

Work on a Position Announcement

If you want to get more interviews with decent candidates, make sure your position announcement is as clear as possible. If you need help in writing business, ask a professional recruiter or a career advice expert for it. You’ll save lots of time if you list all your expectations right away.

Why is your job description so important? The clearer it is, the fewer applications you’ll have to filter out. Applicants will evaluate their chances to land a job based on a detailed list of skills and abilities. The majority won’t apply for the sake of it if they don’t qualify.

Get Professional Help

If you need to build a new team or close a few positions at once – get help. Address recruiting firms so that they could recruit international candidates and take the weight of hiring off your shoulders. Should your company be growing exponentially, you won’t make it without external recruiters either way.

Consult with Your Team Leaders and Colleagues

Even if you are used to making decisions and assuming the whole burden of responsibility, hiring is different. You won’t work with the people you hire shoulder to shoulder all the time. However, there are those who will. Thus, let them help you make the hiring decisions as well.

Invite your team leads and other employees to the interview. Let them talk with the applicant and probe their strengths and weaknesses. You’ll be the one to voice the decision; however, let others engage in the process and provide their arguments.

Decide What You Want

To hire the right person, you should clearly understand what qualities and competencies you are looking for. For example, you’ll be tempted to hire the friendliest and the most easy-going person among all the candidates instead of a more reserved one. However, ask yourself whether he or she will do what you need in the way you expect it to be done?

If you are hiring someone for a customer service role, then yes, communication is the key. However, if you need a person for your IT department, chances are that the smiley face won’t help in maintaining the technical infrastructure.

For every interview, make a list of qualities your successful candidate should have. Look at it when making the final decision. Try to weigh what – soft or hard skills – matter the most for the position in question.

Don’t Discriminate

Do not discriminate against applicants in any way. You never know what special skills they have and how they can contribute to your business. As a startuper, you may subconsciously tend to look at younger candidates, believing that youth can drive your business further. However, sometimes older and more experienced candidates can mean much more for the safety and sustainability of your business.

Get rid of all stigmas and prejudices before you start hiring. Women can be experts in Engineering and Physics, men can be genius teachers and nurses. There is always a job for people with impairments in the office or online. They can be more diligent and attentive in their duties than any other person.

Final Words

Hiring professionals is always a challenge. Sometimes, the puzzle doesn’t fit and even the best employees leave your company. It happens from time to time, so you should have nothing to regret.

However, to minimize such incidents, take recruiting and hiring seriously. Analyze the candidate’s profile, their people skills, as well as the ability to fit in the organizational culture, in addition to their professional accomplishments. You’d better spend more time selecting the right candidate than teaching someone who’ll leave shortly.