Implementing a rigorous recruitment strategy is critical in making sure you are recruiting the right people for your Startup, as there is more to the recruitment process than just filling a role. A recruitment strategy is a plan of action that an employer has in place, for hiring and filling a vacant role. Taking time to carefully plan a recruitment strategy, that can be tweaked as needed along the way, will create a solid foundation in which to commence the recruitment process.
The recruitment strategy can be, in many cases, the first time a candidate comes into contact with your Startup, so make sure first impressions count! Every startup will have their own unique recruitment strategy, however there are general guidelines and considerations that need to be made when developing a recruitment strategy.
When building a rigorous recruitment strategy, Startups should consider some of the following questions:
1. What role are you recruiting? How does it fit within the team and organisational structure?
Firstly you should consider the hiring needs of the organisation. What roles are vacant, but which a critical to the success of the startup? Mapping out current roles alongside future vacant roles, can help consolidate thinking on prioritisation of recruiting roles.
A startup should also consider base salary offered, reporting lines, employee benefits, budget, timeframe to recruit (based on market demand) and organisational necessity.
2. What is the responsibility, benefit and long term expectation of this role?
The next step is to ensure that the role has a job description that accurately reflects responsibilities, skills, experience and expectations. A Startup should have ready, the Key Performance Indicators (KPI’s) or objectives of the role to ensure that both startup and new employee are aware of what is expect in the role.
3. Who needs to be involved in the recruitment process?
Who within the Startups needs to meet candidates throughout the recruitment process. The best recruitment processes are managed by one individual from within the startup, being the intermediary between the startup and the candidates. This individual should coordinate the recruitment process, from phone interviews, face to face interviews, skills testing, psychometric surveys and making the offer. Planning who need to be involved and at what stage in the process before the role is advertised, ensures everyone knows their role and responsibility throughout the process.
4. What is your Startup’s company culture? And does the candidate have the right fit?
Ensuring the candidate has the right company culture fit, is a critical aspect to any recruitment process. Company culture refers to the beliefs and behaviours that determine how employees and management interact. Often company culture is implied and develops organically over time as the Startup includes new people.
As part of the recruitment process it is important to ask questions of candidates about the type of company culture they like to work. It also important that the startup evaluates the candidate on weather they exhibit the types of behaviours the company would like to embrace.
Here at CapitalPitch we believe that the best recruitment is done by your own managers and not by agencies. Before we advertise any role, we ensure that all of the above steps. A good recruitment strategy should be tweaked and you grow and learn from our recruitment mistakes. Our hiring process has be optimized when data becomes clearer, when talent pools start to fill and we get better at identifying and selecting the types of people we want to attract and retain.