how to hire for a startup?
Post on 18-Oct-2014
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How to Hire for a
Start-up?
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When to hire?
⧫ When you need smarter people than you for specific tasks.⧫ When you have resources to afford that.
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Depends on the Urgency of Hiring❖ Urgent/ Quick Hiring
⧫ Pros:● Dont need to invest too much● You know the urgent need and can hire according to that.
⧫ Cons:● High percentage of getting wrong candidate● Have to select more candidates than needed
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On urgency of Hiring❖ Not so Urgent ones:
⧫ Pros:● You can actually test the candidate pretty well before● Campus placement may be a very good option
⧫ Cons:● You need to have a view of at least more than a year on how your
company will be like after 1 year● Require more resources
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Attracting a potential Hire
Why should they work for a startup over any other established firm?
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Marketing your startup to potential hires.
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Sell what you already have
Sell Credentials and growth● Credentials of founding team● Credentials of early employees● Growth of early employees● Company Growth
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Work culture● Sell freedom and flexibility of
work● Flexible work timings● No steadfast office rules● Freedom to define your work● Lack of Hierarchy
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Appreciation of workSell direct impact and recognition of work
● Always aware of the big picture and not just modular work
● Direct interaction with users and customers irrespective of any role
● There is no small cog in a big machine; you are the cog and you are the machine
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Ok, This is great.But How do I take these points to the right people?
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Make some noise before hiring● Online promotions and engagements● Contribute to online media in your area of
expertise● Establish thought leadership through
surveys, infographics and blog posts.● Conducts webinars and hangouts in your
area of expertise● Network or sponsor at relevant offline events
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Encourage Referrals
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Know thy enemy
● Keep an eye on what your competitors are doing.● See if you can do it better.
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● Personal Networks● Alumnus-College● Past employees● Extended networks
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Now I have got 100s of applications.
I don’t have resources for this.
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Creating a Task● Use a task as a filtering mechanism● Make sure the task is relevant to everyday operations of your company● Make the task as specific to the job description as possible
Note: This is a good filtering mechanism as most people do not take the task seriously.
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Interviewing● Make a panel of 3 people● Judge candidates between a strong no, a weak no, a weak yes
and a strong yes.● Keep a criteria like- No strong No’s and at least two strong Yes’s
Note: The parameters can vary based on your requirements and preferences.
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Remember to make a good impression as a good candidate will always have other good options as well.
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How to Hold Someone After Hiring● It takes time to get used to the culture of a
company● Don’t accept mediocrity. It sets a bad
influence on the growth of a firm.● Openly appreciate good work.
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Parting Notes● Hiring is easier with a good network● Go to as many networking events as possible and try speaking at some of
them● First few members should not be freshers● Hire fast and fire faster