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Rahul Belwalkar

Rahul Belwalkar is the Chief Executive Officer of SecUR Credentials Pvt Ltd. He leads the Company with the strategic vision of making it one of the largest due diligence practices in the Asia Pacific region.

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Ten Recruitment Strategies for Startups

A fairly new company will require experienced levels of management to advise and guide potential candidates, thereby increasing output levels considerably.

In the 21st century, start-ups are taking the world by storm, with significant contributions to the economy and path-breaking innovations in traditional industries. Today, more than ever, start-ups have the power to lead change, due to their agile, vibrant and flexible nature. However, one of the greatest challenges faced by start-ups is recruitment of self-motivated, intelligent and emotionally mature individuals. To this effect, smart recruitment strategies must be adopted to bring on-board smarter employees, who will equip young start-ups to scale the peaks of success as a team.  

Here are 10 recruitment strategies to consider when hiring for a start-up –

Understand profile relevant skills –

Effective understanding of job relevant skills is essential to the recruitment process. List the skill set required for each role and accordingly sift through viable candidates to gauge whether they meet the requirements suited for that particular role. This will aid in securing a more suitable candidate for the role.

For example, the position of a sales executive would require good conversational skills, attention to detail, and being a good listener to name a few.

Identify the need for hiring higher-level roles –

A fairly new company will require experienced levels of management to advise and guide potential candidates, thereby increasing output levels considerably. Due to it being a start-up, hire individuals that have a minimum of 1 year and maximum of 4 years of experience under their belt. Individuals with less than a year’s experience require training and more than 4 years of experience requires financing. Keep in mind that past records in stable organisations are not a guarantee of ability to handle the inconsistencies of a start-up, so evaluate and assess accordingly.

Ask creative questions –

Every candidate is different from the next. For this reason solely it remains essential to constantly ask a variety of different questions. Since clever candidates will be prepared for the usual interview questions and try to find ways to turn any negatives into positives, utilising this strategy will help draw out honest answers that interviewers would otherwise not be subjected to. Get beyond the rehearsed answers, by asking creative questions that provide a better outlook as to what a candidate is really like.

Example - “What is your natural skill?” or “Who is your role model?”

Test with relevant challenges –

Identify potential candidates through assessment challenges. Allot a set of challenges that will help determine whether they can manage their role efficiently. Candidates that successfully clear the challenges can be absorbed into the start-up.

Build a network of freelancers –

Occasionally it would be a better alternative to consider hiring freelancers, despite being able to afford a regular employee. Numerous freelancers are enthusiastic about working in a start-up that is growing at a fast pace. It introduces opportunities to collaborate and ideate, and if they tick the boxes, they can be offered full-time role.

Find Reasons not to hire –

If the candidate appears to be suited for the role, as a precautionary method, find reasons not to hire. Questions like, “Was the candidate on time for the interview?”, “ Has the candidate researched about the start-up?” or “Does the candidate present himself well?”, will help provide a better perspective on the same. If no reasons present themselves viable enough to consider, the candidate can be hired.

Seek the right attitude –

Skill and knowledge can be taught and imparted, but attitude remains an inherent feature. Look for candidates that share the same attitude towards their job as their employer. This will help the candidate gel with the team and will benefit the start-up in the long run.

Hire based on Company culture –

Understand the company culture and accordingly hire individuals that match it. A certain level of self-awareness and understanding is necessary in potential candidates. Look out for applicants that match the ideals of the company and the entirety of what they represent. Due to the critical requirement of having a new team member fit in from the first day, some start-ups leave recruitment not only to the HR team, but also insist that a potential recruit is met by the entire existing team, or at the very least a larger group.

Background check on social media platforms –

With a professional intention, rule out any discrepancies that would raise red flags. Review how potential candidates present themselves in public and if unacceptable, ascertain as to whether it would affect their professional life and hamper the growth of the start-up.

Flexible job timings –

Look out for candidates who are comfortable with flexible work timings. At a time when the start-up is growing exponentially, choose candidates who are willing to put in extra hours to meet deadlines, contribute to the growth of the company and deliver effectively. These potential candidates will aid in propelling the start-up into success.

Disclaimer: The views expressed in the article above are those of the authors' and do not necessarily represent or reflect the views of this publishing house


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