7 Ideas For Recruiting Top Talent For Startups

Start-ups are the Life-Line of Indian economy. A thriving Startup ecosystem opens up job opportunities for millions, thereby continuously rejuvenating an economy. A Startup up also opens up non-conventional job opportunities in the market. For example, the advent of E-Commerce, economy opened up quite a large number of non-conventional job opportunities in the field of delivery, warehousing, operations which are filled by talented individuals.

The startups implement business ideas which are generally quite new in the market. Most of the times they have concepts which are fraught with risks, operations which are volatile, shortage of funding & lack of branding and reputation. All these factors make top talent hunting for a Startup a daunting task. A wrong choice can land you in a soup resulting in bad results for your company. Today we will discuss about the … top tips for on boarding the best talent to contribute in a Startup which can aid to a profitable balance sheet.

A) Explain your business vision in detail:

It is imperative that your vision is thoroughly shared with your candidates so that their vision is aligned with your business objectives and they understand your goals and objectives. Not only this is beneficial for all other team members but it can make you feel confident that someone who will be joining is perfectly aligned with your thought process and consequently he / she is visualizing a growth path for himself / herself as well as the Organisation.

B) Thorough testing of skills:

It does not matter what is written in the CV, how many degrees are mentioned or accomplishments highlighted. At the end of the day the recruit has to be productive for the organization and for this, skills, practical knowledge and positive mind-set of a candidate are the foremost criteria. The candidate has to be subjected to tests and for getting a sneak peak of his / her productive capacity.

A seasoned Placement Consultant can aid a Startup organization to draft relevant questions and add value in remote of face to face discussions that can test the technical and psychological competency of a prospective recruit.

C) Quick decision:

If you want to close a position then it’s advisable to do it quick, since lingering the matter might make it an unfruitful exercise, since you never know who is going to snatch your shortlisted talent

D) Give the candidate a sense of security:

If you want a select a candidate who you think can act as a catalyst in your business and chart its success than it is imperative that the guy experiences a sense of job security and understands that your firms growth path is not stagnant and rather the candidate feels that he / she is embarking on an exciting journey which will elevate his / her career.

If the guy is not feeling the vibes of job and growth security from your organization, chances are there, that he / she  is choosing your company only as a stop gap and will immediately jump ship as and when a perfect opportunity lands in front of him / her.

E) Employee benefits:

You are a Startup and have to succeed in your endeavour. You cannot do that alone. You need a talented and agile workforce. But the talent is always in short supply and your plans might get snapped due to shortage of key talent.

So to attract skilled manpower, you have to offer something that sounds great. Some of the benefits that the Startups can offer include

  • Health Insurance facilities
  • Stipends for upgrading skills
  • Food coupons
  • Incentives
  • Bonuses
  • Free Gifts
  • Memberships
  • Stock Options

Quite sadly, many a times just to save some bucks; Startups tend to skip some of these benefits that are vital in attractingthe right talent.

F) Presence in the cyberspace:

TheStartup need to be interactive in the internet with proper informative web portals highlighting their products & services. Modest presence in LinkedIn, Facebook, QA forums, blogs, review sites, Google local listings are a pre-requisite in attracting talent that works

G) Offer challenging assignments:

Smart employees want to delve deep in to challenging opportunities. The Startup hiring manager should give a brief idea to the candidate about the big, stimulating and ambitious goals associated with his organizations current assignments to bring excitement in the mind of the candidate. Once the talented candidate feels the bigger picture, it becomes easy for the Start-up to lure him / her to his organization.

The tips discussed above can definitely help an organization in attracting great talent with minimal risks and in small budget. These systems are not hard to implement and once these processes are in place, a Startup owner can always find talented candidates flocking to join his / her organization`

We will discuss more ways and means on how to on-board achievers & winners in in our upcoming editions. Till then Happy Recruiting.