4 Hiring Headaches for Start-ups

4 Hiring Headaches for Start-ups

Hiring as a start-up comes with a unique set of challenges that can feel impossible to overcome whilst you’re trying to build the business and learning about the people you work with as you grow it together. These are 5 of the obstacles that are often the biggest pain points for start-ups and some ideas for how you can break through and build a wildly successful team.

1. Lack of brand awareness
Curiosity is one of the most compelling emotions to evoke in prospective hires and customers when building your brand online.
You don’t need to be a big brand or have a dedicated marketing team in order to win great hires for your start-up. Before Facebook drew in attention from countries around the world, Mark Zuckerberg started building awareness by connecting his small community at Harvard in a unique way. Being a small community where projects like his are unlikely to go unnoticed, people learned about what he was doing and became curious. As Zuckerberg was ready to hire more employees, Facebook’s mission (“Connecting the world”) had helped it become a business that people wanted to have a part in building.
Now that Facebook has grown to capture a global audience, you can leverage it—and other social networks—to build your communities and create your own buzz among existing customers that can grow to help you reach candidate markets as well.

2. Lack of hiring experience- Leveraging Connections
The most valuable skill a recruiter can learn is how to find connections and leverage them. When I’m recruiting new joiners for Social-Hire, one of the first things I look to uncover before discussing the role itself, is if the idea of working for a start-up excites them. This is one of the most important things to determine when hiring for a start-up because the culture and nature of the work is something that can either be a career changer for the right fits or the start of growing frustration for the wrong ones. Hiring one person in the latter category could seriously hinder your growth as you are trying to build the company.

3. Short on time and working on an unpredictable schedule
Automate your recruitment process as much as possible. Schedule your job ads to post to your social media at optimal times so that you can advertise the job opening consistently in a time efficient manner. If you use a tool such as Buffer, you can schedule interactions as well, such as retweets.

This will help place your business in front of the right eyes while freeing more time for you to spend on the recruitment practices that cannot be properly automated, such as building personal connections with candidates, interviewing, deliberating with your team to ensure that you’ve found the right person, and onboarding that new hire to benefit your business in the long term.

4. Low budget and/or few resources
If you read the stories about how start-up founders recruited their early employees, many of them can be traced back to college, neighborhoods, common hangouts, roommates, co-workers, etc. This supports a driving factor of effective recruitment: the best hires often come from unplanned interactions (if you keep your eyes open).
Begin noting the professions of everyone you meet in your personal life as well as where you met. Many of us have the tendency to ask in polite conversation, “What do you do?” but then let the information slip away into the back of our minds, even if we see the person regularly in a setting outside of work.
Keeping track of this information in one place will help you identify possible candidates, referral sources, and business leads for the communities where similar professions or personality types can be found. Once you’ve made a note of your new contact, you can look the community or business up online and tap into the audience there as well. Doing this will help you gain most business value out of your time, which is likely terribly limited as is.

The original article was posted here