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How To Recruit A Team For A New Start-Up

Published: Thursday 25th June 2015

A conference meeting between a big team on a big table

Hiring for a start-up can be tough. New businesses don’t enjoy the same reputation and resources as established businesses do, and they might have unrealistic expectations of the type of talent they hope will be joining their team. How can recruiters help new businesses create their start-up team?

Business Needs
When a new business first starts recruiting, they don’t always have a complete understanding of exactly what their business needs are. What salary can they offer? Are they looking to train their new staff in-house? Are they supportive of flexible working arrangements? It can be very helpful to provide guidance on some of these points, but being completely clear on the company culture is essential.

Job Advertisement
When a role is newly created, it can be tricky to draft a job description and person specification that will attract the right candidates. Talking about the main purpose and tasks of the job can be helpful in creating a suitable ad, as well as discussing the level of experience and skills a candidate will be expected to have and what personal qualities will be valued most by the company that is looking to recruit.

Curb Expectations
Many start-ups won’t be able to pay a very competitive salary to all members of their team, but they will expect everybody to join them to be as passionate about the business as they are. It is possible to find candidates who value equity and ownership over salary and stability, and who are interested in building up a company. Start-ups offer more freedom and less bureaucracy, after all. But it is important that the client will focus on the candidate’s potential. Finding the right personality can in many cases counterbalance the fact that a candidate might not have exactly the level of experience the client was hoping for.

Discuss The Process Of Interviewing
When a company is not yet very accustomed to the process of interviewing, it can be a good idea to offer guidance on the type of interviews that are available. What does the client want to get out of an interview? What are they looking for in potential candidates? Will they be looking to carry out assessments or offer pre-interview tests? This feedback can also be shared with candidates to help prepare them for their interview. When there is clear communication between all three parties, this is likely to lead to more reliable hiring results.

If you are a recruiter looking for the best candidates, register with Zoek Hirer Portal. Zoek is not the average job board, but a mobile app that allows candidates to customise their search and notifies them immediately if a suitable job comes up. Jobs can be accessed on the go and responded to at the touch of a button. Zoek is quicker, easier and a whole lot smarter. The app can be downloaded on iOS or Android.

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