Starting a new company is not just about coming up with an innovative or creative idea, that’s just the start of it. The real deal is making it happen, and making it happen depends on a number of factors, with the first and perhaps most crucial being that of bringing the right people to take on board. After all, it’s those people who design and develop the product or service, market it, run it, and give it value who determine the success of the start-up company, even more so when considering the growing competitiveness in today’s market. By taking into consideration the below points, one may have obtain a better idea as to how to go about recruiting the right people for a start-up company.
Share the Company’s Mission and Values
Hiring the right team of individuals may seem to be a tricky process at first - the founder of the idea would want to make sure that he or she is recruiting the right talent. The first thing that the founder should do in order to attract the right people for the job would be to clearly outline the mission statement and core values of the start-up - showing what the company stands for should pull in individuals who reflect these values and wish to participate in the development of the start-up. Promoting your idea by attending networking events or events relevant to your start-up’s industry would allow you to meet new people and make the right connections. On another note, content marketing through blogs and social media posts for your start-up will enhance your start-up’s online presence - this could be used to one’s advantage not only for marketing purposes, but also to circulate news about recruitment. The world of entrepreneurship feeds off human relationships and collaborations, and knowing the right people and targeting the right audiences gets one places more efficiently.
Outline the Roles Required
This obviously goes without saying, but before searching for potential employees, one must first address the required roles which need to be filled based on the products or services the start-up will be offering and the industry that it will be contributing to. In short, before finding the right talent, one must pin-point what talent is needed. The best way to go about this would be to envision what the company wants to accomplish based on its mission and values through both short-term and long-term goals. Understanding the company’s priorities is always an essential stage which will allow one to better focus their efforts to finding the right people. Once setting out those aims, the next step would be to identify the roles which will take care of those responsibilities and what type of expertise would be needed to carry out those duties. One should keep in mind the skill-set required to make it all work, from the early stages of idea generation, product/service development, marketing, finance and technical support to ensure good customer relationships.
As an example, a local start-up emerging into the Fintech industry in Malta would require talented individuals in the fields of Finance and Technology, and according to the services the start-up will provide, they might wish to recruit people for Finance roles by approaching individuals seeking for Accounting vacancies and Auditing opportunities in Malta. Similarly, the start-up would need to address what type of Tech roles are necessary to be filled and then advance towards the suitable individuals, such as people looking for Careers in Software Development and QA, as well as customer support jobs.
By outlining the main duties and responsibilities, the identification of talent can be made.
Balance Skills and Passion
The next stage is one which demands the right insight and decision making. The recruitment process will see the founder interviewing a number of applicants and short-listing the favourites - meaning that both soft skills and hard skills should be assessed, along with the right attitude and enthusiasm. It is vital to not only look towards individuals who are highly skilled and well experienced, but also towards those who although might be less skilled, possess the right mentality and potential to learn and grow. It might be more beneficial in terms of finance and value for the start-up to recruit a person who has less experience on the job yet displays qualities of growth and loyalty, rather than one who is very well experienced yet shows no eagerness towards the start-up’s aims, and earn significantly more. Therefore, the evaluation of candidates is of great importance when selecting the best possible team.
Additionally, recognising people who are highly motivated and able to work in a team will prove beneficial in the long run, as a start-up’s success is also dependent on the collaboration of its members. This could be done by asking the interviewee a set of behavioural questions such as what goals they set for themselves on a daily basis, what their most profound achievements have been, what types of challenges they have overcome, what their main ambitions are, how the values of the start-up resonate with them, and how they feel they could bring value to the team. Creating and maintaining a desirable company culture depends on the team, so hiring individuals who embrace the company values and bring a sense of positivity and ambition to the workplace will surely enhance the employee working experience.
For start-ups on a relatively low budget, a wise recruitment approach would be to hire passionate individuals who can be trained on the job. Individuals who believe in the vision of the start-up and possess traits of intelligence and diligence could ultimately be trained and instructed on the functioning of the start-up - in simpler terms, the will to learn and the persistence the improve goes a long way, and should not be disregarded. Furthermore, the start-up could also consider applicants who wish to work flexible hours or are seeking part time employment - perhaps some individuals may contribute to the start-up on a part time basis whilst completing their studies in a field relevant to the industry the start-up is operating in.
On the other hand, one must also highly value those candidates who are experienced and can offer unparalleled insight and knowledge of the industry - the ability to fine tune the company’s operations, notice even the smallest irregularities and prevent unnecessary problems would be great assets to the start-up. Talented professionals will certainly supply the start-up with invaluable and proficient skills, and in addition train new and less experienced members of the start-up the tricks of the trade.
By acknowledging the start-up’s role priorities, the candidate selection could be carried out more efficiently by keeping in mind the balance of skills, experience and passion required, resulting in the acquisition of to allow the start-up to grow to its full potential.
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