Recruiting correctly at this delicate time of your company's journey is arguably the most important task on your to do list. If you look at the most successful startups, as well as their product and innovation, what made it all a reality is their people. When you are bootstrapping your company getting this right can be make or break. You likely won't have the luxury of relying on 'success through numbers'. You really need to ensure that your new recruits are the best possible candidates you can source.
“I will only hire someone to work directly for me if I would work for that person.. I think this rule has served me pretty well.” Mark Zuckerberg.
Saying this and actually being able to execute it are two very different things. Especially if you find yourself in competition with large, well established companies. We've put together a few pointers that may help.
1. Be quick
You may be advertising your roles for 28 days but that doesn't mean you have to wait when you receive a great CV. Act quickly. If you don't, everybody else will. Particularly recruitment agencies. If you think how valuable great candidates are to agencies, you can guess as to how quickly they act when they receive what they are looking for. I speak from experience as somebody who purposely used to arrive at the office at 7am, in order to be the first consultant to speak to whatever great candidates had applied overnight.
2. Don't rush
Quite the contradiction from point one although just as important. If your 'to hire' list is getting pretty big, it can be tempting to tick roles off by getting people on seats. Often this is were entry level recruitment can suffer. You have hundreds of CVs and lots of empty seats. However, these roles are usually some of the most crucial. Often these roles can be the face of your company and will be speaking to your customers the most. The last thing you want to end up with is a full office of people you wish you hadn't hired.
2. Do your research
This is particularly important with salaries. You need to know what you are able to pay the candidate and what others in the market are also offering. When you post your job with us our clever robots give you some salary information based on the role you are submitting and the area you are recruiting for. We deliver this data directly with the help of PayScale
3. Sell the vision
Ok, you may not being paying the big bucks straight away and your office may not look like an amusement park but I'm pretty sure it is exciting. Your vision for the company is something eager candidates want to be a part of. Often the best candidates want to be a part of something special, something they can help build - tell them exactly what you can see the company becoming.
4. Show your achievements
If you're a startup recruiting you've likely one of the following:
(i) You've started to make some money (ii) You've raised some capital (iii) Your founders have great experience
All of which are definite positives as to why somebody would want to come and work for you.
5. Use the passive market
As well as applications, recruitment agencies stay ahead of the curve by monitoring the passive market. A passive candidate is somebody who is being considered for a position but isn't actively searching for a job. CV databases and social networks provide a great selection of passive candidates. We deliver this to you with every role posted. Our platform gives you a glimpse of the passive market and allows you to download 5 passive candidates free of charge.
The final point is to make sure you remember us when you ARE the next Facebook!