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Six Great Recruitment Strategies for Startups 

Employee Referrals, Trends| Views: 868

Here are six recruiting strategies your startup should implement to find great talent: 

 1. Treat Your Applicants Well 

When you receive a high-quality lead, call them right away because high caliber candidates are always in demand. Prioritize those candidates, impress them and give them a great hiring experience. Recruitment is one of the most critical areas that you need to address because every new employee you add to your startup can move it forward dramatically, slow it down or push it backwards. 

2. Think About the Cost/Benefit Before You Hire 

Before you start recruiting, you need to know how much a new hire will cost your startup and what benefits it will bring.

For your cost computation, include:

  • Hiring Cost 
  • Salary 
  • Taxes 
  • Benefits 
  • Equipment 
  • Space 
  • Training 
  • Onboarding 

To figure out the benefits of this hire, include: 

  • Sales 
  • Expansion 
  • Relief 
  • Development 

Any new candidate you hire needs to add value to your organization. Since your startup is likely small and growing, it is important to bring in resources that can deliver tangible benefits for the company in a timeframe that makes sense. 

3. Try a Freelancer 

If you can’t afford a full-time employee yet, you might want to consider hiring freelancers. Many freelancers are keen to join a fast-growing startup in the early days. It also gives you a chance to see how they work, and if it’s a mutual fit. If the freelancer performs well, then you can approach them for a full-time role. 

You need to be clear on exactly what functions need to be filled, and then decide if it’s something that requires a full-time employee or an outsourced solution. 

4. Attract Candidates with Previous Startup Experience 

Startups need employees who can work in a fast-paced environment with little to no supervision and guidance. They should be able to learn quickly and juggle between changing priorities and responsibilities. 

Candidates with prior startup experience will be better equipped to cope and adapt to a fast-paced startup environment than someone who’s been working in a corporate environment for years. 

5. Use Content to Strengthen Your Employer Brand 

Your team members will have an area of expertise they can share with your industry to attract potential hires. For instance, they can write a short article about the new technology you are working on and post it on Medium or your company blog, they can tweet short tidbits of wisdom, or answer questions on Quora. 

You can also give your potential employees a peek at your company culture through videos and photos you share on Instagram, Facebook or LinkedIn. This gives the candidate a chance to learn about your team and an idea of what it’d be like to be part of it. 

6. Use an Employee Referral Program 

Studies showed that referred employees tend to stick around longer, are cheaper to hire and more likely to be better performers than non-referral new hires. 

Startups can benefit a lot from referral recruiting because young companies need all the good employees they can get, without the high cost from traditional hiring methods. 

Great employees are key to the growth of a startup, so make sure you choose your staff members well. Employ these strategic recruitment tactics and you’ll build an A-team that will push your business to the top. 

We can help you add Employee Referrals into your recruitment strategy. Visit: radancy.com/employee-referrals.

About Radancy

Radancy is the global talent technology leader intelligently solving the most critical challenges for employers and delivering results that strengthen their organizations. Our unified platform, augmented by rich data and deep industry expertise, is revolutionizing how employers attract and hire the talent they need.

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