Today organizations need to have a clear recruitment strategy with the organizational goal in mind. Not only that, but the recruitment strategies also need to be fine-tuned from time to time as the situation demands. This holds true for startups as well.
Since startups are usually in the process of building a brand for themselves, they are often forced to be creative with their recruitment strategies to attract top talent. Here are seven recruitment strategies for startups.
Network And Build Your Talent Pool
Your potential candidates might not be able to deliver their best during a formal interview setup. Moreover, you might not be able to find the right candidate always at the right time. As a startup working on a tight budget and limited resources, it often makes sense to network and build a talent pool before making actual hiring. It has many advantages.
You get to study the personality of the candidates in their natural setting. How do they communicate with their network? What values do they bring to the table? How creative they are? All these will help you to gauge your candidates better before making a hiring decision. LinkedIn is one such professional networking platform that startups should leverage to attract and build their talent pool.
Use different recruitment focused tools that will make your job easy. For example, Jobpal chatbot can answer simple queries of candidates 24 x 7, when activated.
Amidst the pandemic due to COVID-19 and social distancing becoming the new normal, companies including startups should focus on virtual screening. AI-powered tools like Ideal can be used in preliminary screening, instead of doing it manually.
As Economic Times reports, “virtual onboarding and engagement can be initiated by leveraging digital solution suites like virtual hackathons where team members could come together to discuss present and hypothetical business challenges.”
Try to avoid the job boards especially if you are a technology startup. Instead, leverage platforms like GitHub, Unicorn Hunt, and Stack Overflow, if you want to hire startup focused tech experts.
You don’t have to follow a traditional approach when drafting your recruitment strategy. For example, startups are usually very high on energy and creativity. Show your fun side, bring on the energy in your recruitment strategy as well.
Here is a cool job ad from Toggl, a time tracking tool. The company used a fun infographic and a Q & A session with their team lead to grab the attention of its target audience. It is certainly a creative way to let the people know what they are expecting from their new team members.
Practice Prompt Communication
When you receive an application from a candidate who is highly qualified and fits just right to your requirement, be prompt to communicate and work on giving a smooth hiring experience. Highly qualified candidates are always on demand, and you shouldn’t miss the chance of hiring him/her over your competitors.
Consider Remote Hiring
If your startup demands niche skilled employees and if you find it difficult to hire the right talent in your local area, consider hiring remote talents. When you are open to remote hiring, you get access to a worldwide talent pool to choose from. Plus, you save costs on overheads since the person won’t be working on your premises.
Consider Hiring An Employee With Startup Experience
Startups usually have a dynamic and fast-paced work culture where employees need to be quick learners. Employees who can work without minimal supervision and ready to juggle multiple roles are best suited to work in a startup culture.
Candidates who have previous experience working in startups are already aware of typical startup culture and hence it becomes easy for them to adapt to the new work environment. You may also consider hiring freelancers for your startup. Freelancers usually work remotely and if you have a tight recruitment budget, this is the perfect solution.
Build A Great Place To Work
A Gallup study finds that 1 in every 4 employees believes in their company values. So, concentrate on your company values and build a great place to work.
When your existing employees are happy with their workplace, relate themselves to the purpose and the value of the organization, they will likely talk positively about their work and organization which in turn will attract more candidates. So, focus on building a positive culture where employees will love to work.
Above anything else, it is important to ensure you are right on track with your company values and ethos. When your recruitment strategy is aligned with your company ethos and goals, you know you are doing it right to attract the top talent for your startup.