Creative Ways to Hire Top Talents for Your Startup
Startups are usually young companies only entering the market, and the limited finances make their position more challenging. They have challenging competition, demanding industries, and a small number of workers. Hiring someone who doesn't match the startup's values, goals, and mission could hinder its future business.
Give reasons to candidates why they should work for you
The times of careless, average, and detached hiring stays in the previous decade. It is time to get all on, be creative, and leverage all the features your startup has. One of the most remarkable advantages you have is your employer brand. You might be new, but there is no one else like you. Use that.
Develop a captivating, beneficial, and visible company culture that articulates who you are and what you can offer in its every action, trait, and online platform. Take your brand and prominence seriously because 84 per cent of job seekers say the reputation of a company as an employer is crucial. Thus, 9 out of 10 candidates would apply for a job when it's from an employer brand that a company actively nurtures and updates.
Treat candidates like future customers
Many employers fail to see job applicants as humans who, even if they don't match the company's requirements, could be valuable to the business in the future. Even though profit shouldn't be the main drive of providing people with a seamless candidate experience, it is an incentive for many leaders.
That means, first of all, always be respectful to all your candidates. Keep continuous communication, update them, and don't ghost them. Also, try not to bomb them with the unnecessarily complicated job application process.
Make the process as smooth as possible and avoid demanding job applicants to fill in countless blanks, requirements, and questions. Instead, add a simple Apply button on your career website or social media networks that allow them to send their resumes and cover letters.
Make your projects interesting
even though this is not always possible, try to come up with projects and vacancies that people will find engaging, fulfilling, and challenging. Seek ways to add a unique edge to every opportunity. If the work itself isn't immersive, think about the benefits a person would have from working in that role.
Consider what skills your future workers will gain in that position. What are the connections they will make, talents they will grow, and chances they might get in the future? Most people don't want to work in boring, mediocre, and frustrating jobs. So, invest a bit of time in considering how to present the project and make it more appealing to your ideal candidate.
Ensure a fast decision process
A great candidate experience doesn't end with choosing the most compatible talents and making the shortlisted candidates wait for too long can turn them in the direction of your competitors.
Use online platforms that showcase talents to help you in making the final decision. They can demonstrate who is the most skilled person. Thus, you can also add games or challenges your shortlisted candidates have to solve to get the position.
Improve your interview process
Interviews are not just a task you need to tick off from the list. They are valuable and can help you determine the best match if you have the right questions, a well-trained interviewer and challenging case studies.
Ask the candidates how they would enhance your products or what they want to achieve with the job position. Create conditions in which shortlisted talents will get a genuine opportunity to show why they are the right person for the role and why your startup is the best workplace for them.
