We are in age where being an entrepreneur is a career choice but still more than 50% fail.
The current market dynamics though have been favorable for
startup but execution is a key which many miss on to. However for any startup
to run successfully it’s important to have the right talent at the right time.
Yes RIGHT is very crucial here and all the more when attracting one is not an
easy task. No matter how brilliant the Business plan looks like but without the
resources actually on boarded it might just be good as a PowerPoint
presentation.
Working for startups for a while now and managing this fire
fighting here are some quick tips to follow out of my personal experience.
Invest on career page:
Go check your career page, will you ever apply to an organization you have
never heard of and even the website looks like from 90s. Following the latest
trends and what your competitors or similar player doing in the market might
give a baseline at least and later is your creativity to add more appeal. After
all it’s all about creating an experience!!
Don’t ignore social: The
current generation is truly a ‘social animal’. Social media is a free &
interactive marketing tool, which has come out as a boon for startups. Not just
one but has numerous platforms to target audience as per there interest. Channelizing
the social efforts in the right direction will help in branding and also help
to connect with passive and genuine job seekers. Such hirings come through pull
affect and also help is spreading the word of mouth. If you are a starter
better focus one platform to start with rather being everywhere with no impact
at all!!
A day at work: Giving
a feeler for how a day or a week looks like at your organization can be a good
attraction and also will fetch you genuinely motivated talent and not just the
one who thing startup means higher salary. Working with startup has its own
charm and challenges, and this period though might not give full but at least a
partial hand on experience to both the parties.
Talent holds prime
importance: Reality is that instead of running after industry expertise
better attract talent profiles that have zeal and enthusiasm to work for a startup.
For various reason startup might find it difficult to hire experienced
candidates and even after hiring retention will be a prime concern due to the
past expectation and environmental influence of the candidate. In such cases Onboarding
someone will lesser experience but potential to execute might be a better
choice.
Pitch at its best:
Do you have a call pitch? So how did you close the last deal? Well hiring has
never been out of sales, and when it’s about selling a new workplace which is
new in all relevance, it becomes even more imperative. A pitch which makes sure
meets the aspiration or at least incites a desire to know more is what we are
talking here. Listen to talk!!
Let the JD stand out:
Revisit the Job Descriptions and see does it stand out? Make it interesting
enough for the candidate to write back to you and hit your website before
simply ignoring your job posting for some run of the mill work from an unknown
name. Yes, sometimes we do judge the book by its cover J
Hiring for startup is a challenge for sure but as said it
the RIGHT fit which can make the strategy look like a master plan.
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