As a start-up, chances are you will not be able to afford a dedicated HR person or 30 percent costs headhunter, and will most likely need to recruit you. Here are some tips on how to find the right talent for your business, in a way that brings the best candidates and reduces distraction from your core business.
Where recruit?
There are many different job sites displaying there, some are huge (eg, Monster, Career Builder, Craig List) and others are small (eg, employment advice for sites of the niche industry). Some offer, candidates, and other local candidates. Some target executives (eg, scales) and others for specific entry level jobs (eg Shiftgig). So before placing randomly a job, understand what the public is most relevant to your location.
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For example, I can go to Hired, Dice or CraigsList for developers technology, LinkedIn for middle managers and site travel Industry Association for national travel agents. But in most cases, I will first look for local job boards in your city of residence (eg, Chicago Interactive Marketing Association marketing people in Chicago), since I will not have budget for relocating employees.
Unless the national employment councils are your only option, then I will detail "no relocation budget" in the message, so the candidates know that we can not afford to move or pay for their travel to the interview with you.
, and we must not forget the working power of your network and word of mouth marketing on LinkedIn, Twitter, Facebook or other. It is much better to find a "friend of a friend", with first-hand references in place, starting with a random blind candidate, where you can.
Frankly like LinkedIn sites are my favorite recruitment sites, simply because I can learn a lot about the candidate, above and beyond their simple resume data. How many connections do they have? Who are these connections, and can they help me? Do I have any connections that overlap I can call as a reference?
in addition, it really provides good ideas about how whose socially engaged candidate and the types of connections that they can bring to your company.
How to recruit
once you identified where you want to recruit candidates, now you need to understand what your job should mean: (i) stand out from the thousands of other job candidates may be watching; and (ii) limit the size of future curriculum vitae in your office, to simplify the selection process.
I would not be vague in your copy, and disclose as much as you can to ensure that the reader knows the advantages and disadvantages, so that most interested will apply. This means, disclose the name of your company (so they can search for your business on your site) and disclose specific salary scale (so that people who want a salary above this range are not applicable).
The only time you need to be more private in your view, is when you do not want an existing staff member to know that you are hiring a replacement for the position, or if you are worried about a learning competitors you hire for certain skills. But, generally, the more is better than less disclosure to all participants.
Furthermore, if specific information that would be useful in the selection of candidates, be sure to request that provision of this information in your display. For example, if you need a technologist with strong coding experience C #, make sure that is detailed as a requirement for all candidates, and need for companies to list on a scale of 1 to 10 for this skill in their letter, including sending a sample of their work.
If there are many skills that are required, and can be readily evaluated by a few simple Q & A set up an online Q & A with recruitment form on your website, so you do not waste time on the phone asking the same questions over and over again (because the answers can be easily selected via the online responses).
I also think video can be a very effective tool to dig deeper than just a resume. So maybe configure your Q & A form with a recruitment site based on the video, as Montage, where you have video responses to your questions, and can learn much more about communication skills of the candidates and personality shaped in the process (again, without wasting time on the phone).
Final Thoughts
The big picture point is: to lose as little time as possible in the detail recruitment, because it is time better spent on your business. Establish processes that enable the highly efficient screening of candidates (for example, the detailed display, Q & A forms, video responses), so that only the most suitable candidates apply, and they can easily be projected from there. Then, once you find your three favorite candidates, is now where you dig and spend quality time learning more about the candidate.
Find members right team for your start-up are essential to its success, so you have to invest the time here to get right. But, make sure that time is spent most effectively (eg, by interviewing the best candidates, not on the preliminary screening of all cells).
you never want to rush a hiring decision or take a marginal candidate just to fill a position, as long term, it will never work for the long-term interests of the other party. and it is much more expensive and takes time to eliminate a bad performer on the road, to get it right the first time.
now that you are ready to begin the selection of candidates, post monitoring I have written will help you better read their resume and ask the right questions during the interview process for make sure they are the right fit for your business.
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