When it comes to startups, there are a lot of things to think about. You need to come up with an MVP & product strategy, find investors, and keep innovating. But while all of these are important, there’s one problem that often comes as a hurdle: hiring. A company’s team is what makes it unique and can help or hurt its success. That’s why it’s important for startups to take the time to think about their hiring seriously and how it will shape their business.
But is it that easy to hire for relatively new startups? Here we’ve put up challenges and their solutions together!
1. Time is the key!
Startups need to be strategic about when they hire employees. Hiring too early can result in budget loss, as the company may not have the revenue to support additional salaries. On the other hand, hiring too late can cause delays in projects and put the startup behind its competitors.
SOLUTION: The key is to hire just in time when the company is ready to take on additional staff but before it becomes necessary. This way, the startup can avoid both budget problems and project delays. By being strategic about when they hire, startups can set themselves up for success.
2. Branding is everything!
In today’s job market, branding is everything. Candidates want to know not only what a company does, but also how the company presents itself to the world. This is especially true for startups, which may have less of a presence in the market than more established companies. The first and foremost step for any startup is to create a branding strategy. This can be done through a variety of channels, including social media, and job postings but first you need to reach out to talent.
SOLUTION: The first thing is to build a robust talent network of potential candidates and make them aware of the company’s culture and values. This could be done through apt messaging via any media you choose. By taking the time to create a strong brand identity amongst the cadre, startups can set themselves apart from the competition and attract top talent.
3. Competing with big sharks
Startups often face the challenge of competing with bigger, more established companies when it comes to attracting top talent. However, there are several ways that startups can compete with corporates simply by offering employees perks that go beyond money.
SOLUTION: One of the most important things that startups can do is pitch the candidates who are looking to make a difference. In addition, startups also have the advantage of being able to offer a more personal and intimate working environment, which can be a big draw for many people. By focusing on these unique selling points, startups can level the playing field and attract top talent away from larger corporates.
4. Bootstrapped Budgets to Hire
A startup can find it difficult to justify the cost of hiring a recruitment agency. After all, they have bootstrapped budgets, and every penny counts. Also, recruitment needs can change drastically over time, and failing to invest in the right people can cost a startup dearly in the long run.
The downside to working with a recruitment agency. The most obvious is cost – agencies will typically charge a percentage of the successful candidate’s salary, which can add up quickly if you’re hiring multiple people.
SOLUTION: Instead of hiring a recruitment agency, organizations can go with outsourcing talent sourcing to create a pool of talent. Hiring someone who is already familiar with the process and has a network of contacts can save you time and money. Additionally, they may be able to identify potential candidates that you would not have considered on your own. Furthermore, a talent sourcing partner can provide you with resources and support throughout the hiring process.
Yet, getting done all the above by a limited recruitment team at a startup can be overwhelming. Hence, a startup needs to have Talent Sourcing as a separate function to attract, brand, and engage the potential candidates.
Here are a few benefits of talent sourcing as a separate function:
It helps create a pool of talent from which startups can hire as and when needed. It increases the chances of hiring the right person the first time.
Ultimately, it also reduces cost-to-hire and time-to-hire as you don’t have to start from scratch to hunt potential candidates.
Talent Sourcers can personally interact and engage potential candidates and create brand awareness for your startup. In the process, candidates can be beneficial for word-of-mouth publicity.
Talent sourcing works more like building a team than filling the vacant roles for startups. They can start building culture from the beginning, as talent sourcing can also help in the team’s Diversity and Inclusion.