Three Things To Think About When Hiring For Your Start Up

Imagine building a sustainable, profitable business with constant growth. As a start up founder, this is something you can do but you will need to have a reliable team with shared values to achieve that vision. 

Hiring the right talent is so important for startups but it can also be quite difficult, especially if you’re not an expert in HR and recruitment. 

Luckily, we are and in this blog, we will share three things to think about when building your team. 

Define your start up’s values

When it comes to finding the perfect fit for your team, clearly defining your values in your job adverts is essential. Why? Because when values align within a start up, there's better employee commitment, collaboration and a greater chance of success in the role.

By clearly outlining your values and goals, you'll attract candidates who share similar values and passions. This is crucial especially for start ups because your team needs to understand you and your vision for growth so that they can be eager to be part of it. 

In a competitive job market, it can be hard for startups to stand out and attract top talent. Defining your start up’s values will set you apart from other more corporate employers. Corporate companies often have rigid ways of working, start ups, on the other hand, are more agile. As a founder, you can make this part of your business’s values and you can hire people who are excited at the prospect of being exposed to different areas of the business. Emphasising this from the start can help you attract the best talent.

Effective screening and interviews

When it comes to hiring, start ups need to structure their screening and interview processes. Without proper preparation or cultural fit assessments you might select a candidate with the right skills for the job who isn’t the right fit for your culture. You could also miss out on outstanding candidates with growth mindsets who would have been a great fit for your culture. 

How do you have effective screening and interviews?

It is important to know the demands of the role, your business goals and the company culture. If you are unsure about these we’d recommend starting with our Building a Successful Team workbook to help you clearly define the role in line with the needs of the business. 

With a clear understanding of your business needs, you can approach the screening and interview process knowing what qualities that matter most, whether it is  problem-solving abilities, decision-making skills, cultural fit, work ethic, and/or interpersonal skills. You can then structure the screening and interview process around this information.

Every start up has unique role requirements and bringing in expert support before you begin the hiring process can save time and minimise the risk of bringing on the wrong person or losing out on the perfect fit. If you’d like support with recruitment you can explore our fixed fee recruitment service. 

Consider the long-term potential of candidates

Growing at the fastest rate possible is a key objective for most start ups. To achieve rapid growth, it's essential to find employees who are eager to learn and develop whilst working.

During the interview process, be sure to evaluate these key areas:

• Candidate's background in growth and achievements

• Whether they have a growth mindset

• Are they interested in industry trends?

• How do they approach problem-solving?

• Do their values align with your company's?

Not only will hiring the right candidate lead to mutual growth, but it will also save you time and money when it comes to hiring and training for new roles. Find the perfect fit and reduce turnover and hiring costs in the long term.

In summary

If you want your startup to succeed and grow, then whoever you hire needs to bring the necessary skills and creativity. That is why it is so important to think about what you need, define your company culture and values and consider the long-term effectiveness of any hire you make. 

Finding the right talent can be a challenging process and we’d be happy to support your business at People Management Partners, whether it is through a Pay As You Go hour, as a HR advisor or through our Fixed Fee Recruitment service. 

Whatever you decide follow the advice in this blog and you’ll find it much easier to build the team who will help your business succeed. Good luck!