This is a guest post from Neil Purcell, CEO of Talent Works International, as part of our Recruiting Weekly Series. Neil shares his thoughts on how to hire the best talent as a startup business.
Startups are almost completely reliant on the people that work for them; it takes the courage and abilities of individuals to help any business become a success. Therefore, attracting the right talent is crucial if you want to see a venture succeed. With a mixture of innovation, dedication and the right skills, a startup can scale at rapid speed.
For many, a startup business could be the ideal place to forge a career or to take on a new challenge; it’s a chance to be a part of something exciting. There are more opportunities to gain experience in new areas, you get to help a business grow, and most importantly, you can surround yourself with innovators and learn from them every day.
However, when it comes to recruiting for a startup, one huge challenge remains; how do you hire the best talent when no-one knows who you are?
Get your name out there
It may sound like an obvious answer but if no one has heard of you, make them! Networking should be a huge priority when trying to attract talent as it’s the easiest way to meet new people and showcase your startup.
Be present on the platforms you know your target candidates will use; reach out to the press with stories and explain your mission. If you’re involved in exciting projects, shout about it, it’s the only way to get your name out there.
One of the first things a potential candidate will do when they hear about an opening at your business will be to search for you online, so make sure there’s information there to position you as a viable future employer. You may even find that with the right publicity, you get an instant pipeline of talent.
Build a company culture which attracts talent
Make sure you create a company culture and offer benefits that will bring talent to you. Startups often can’t compete with the salaries that corporates can offer, which is why your employee value proposition is so vital. Make the most of social media and employee advocacy by showing a human side of your business and giving people an impression of what it’s like to work there. Sing the praises of your staff and what they can do, because talent attracts talent. The more you praise your employees, the more likely they are to return the favour.
Another good idea is to offer benefits that will make people’s lives better, such as flexible working or work from home days and shout about what makes working for you great! Some startups even offer shares in the business when starting out, which is an exciting proposition for anyone that believes in your brand mission.
Be authentic
When it comes to talking to potential employees about your business, be real. Be clear and honest about your mission, financial situation and place in the industry by having meaningful chats with the candidate. Taking a job at a startup is quite a risk, so most candidates require the comfort of knowing that you’ll be around in a few years. By being transparent candidates are more likely to trust you and believe that joining your business is a risk worth taking.
Make applying easy
Leaving candidates waiting, having a clunky application process and a drawn-out interview process will reflect badly on any brand, but for a startup, it’s even more vital that you refine the candidate experience. As you’re yet to build up a reputation, a candidate’s experience applying for a role is going to be one of the first impressions they have of you. As the fight for talent is so competitive, don’t risk losing out on talented people simply because your website’s careers page isn’t user-friendly.
Attitude over experience
People are the glue that holds a startup together, and while it’s vital to have a skilled team that knows how to help you grow, don’t overlook the importance of cultural fit. Hiring someone with the right attitude will help to drive your business forward a lot faster. A startup needs people that love to learn, are results-driven, dedicated and want to make a real impact. Plus, in a small team, there’s less room for conflict and hostile environments, the team you build will reflect highly on your company culture.
Forge relationships with universities
Startups can benefit from working with universities; you can offer a graduate a chance to gain real industry experience in return for their fresh ideas and talent. There may be potential for you to work with specific courses, offer work placements or to build a name for yourself on campus which will pay off long-term. If graduates remember your name for years to come, once again, you’ll have a pipeline of talent at your disposal.
Widen your search for talent
When it comes to attracting the best talent, particularly in tech-related roles, you may have to accept that you won’t find it on your doorstep. For startups, it’s essential that you look far and wide for the best candidates rather than hiring an adequate person for convenience. After all, it’s the talent that will set you apart from the crowd. With the right company culture and benefits, you should be able to attract interested candidates that truly believe in your vision from far and wide.
Show how candidates can make an impact
Most people that choose to work at a startup do it because they want to help a business grow and be a part of something exciting. 60% of young people feel having a sense of purpose is important at work, so make it apparent that they can add value to your business and tell them exactly how they will. Working at a startup should almost feel like a collaboration; they have the skills and talent to make your vision come to life, so make sure this is communicated clearly and frequently.
Remember, there’s no rush!
The most important thing to remember when trying to attract talent to your startup is that it takes time. From building an employer brand to knowing exactly what roles you need to recruit for, it all starts with a cohesive plan. As it’s harder to attract talent to startups than to huge companies, it may take longer to fill the roles; however, it’s better to take your time and find the right talent than rush into hiring the wrong people.
Make sure you’re constantly on the lookout for talented people, not just searching when vacancies need to be filled. Sometimes you will meet someone perfect for a position you didn’t even realise you needed but will help you to revolutionise your business. If they’re the right fit for your organisation or will help your startup make a real impact, trust me, you’ll find a place for them.
Author, Neil Purcell – CEO of Talent Works International
Talent Works International, solving talent attraction problems for companies across the globe. From RPO services to recruitment marketing, Talent Works is dedicated to helping businesses scale and is the official talent partner of Tech Nation; working with the most innovative UK tech startups.
