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4 Recruitment Tips for Startups to Build the Best Team

Credit – Pixabay

Starting a business can be daunting and even if you have a killer idea, that’s only the tip of the iceberg.

We’ve covered the wide range of basics you have to consider in our article Things You Should Know When Starting a Business which should help you get started, but we’re going to drill down now into a specific: recruitment.

The very best idea in the world will fail if you don’t have the right people to implement it and that’s a huge challenge. How do you attract the top talent in your industry? How can you spot a good employee from the CVs you receive?

Luckily, we’re on hand to give you some precious tips to consider ahead of your next recruitment drive.

Create a recruitment plan

The first thing you must do is consider your vacancy carefully. You can’t go blindly into recruitment without knowing exactly what you’re looking for, just like you can’t start a journey without a destination in mind. Comeet explains that making a recruitment plan is a proactive approach towards aligning your company values and goals with your HR processes, so that you can get the perfect match.

Once you know what skills you’re looking for, what personality will fit and how you see the role you’re filling progressing, then you can start to find the right candidate.

Conduct Due Diligence

A post by Bytestart covers how checking up on those CVs is going to be a vital part of your recruitment process. You might have the perfect candidate on paper, but do their claims check out? Make sure you follow up references and make enquiries into previous employment claims.

It’s vital you know from the start if the candidate you’re going to interview is embellishing their achievements or not. There are plenty out there who might talk up their previous responsibilities to get the right role and you must ensure you’re not taken in.

Plan a Strong Interview

Recruitment is all about planning and when you finally get across a table from your candidate, make sure you have a clear goal in mind. Yes, you want to know about this person, but what do you specifically need from the process?

Try to make them comfortable with an engaging process that leans on conversational interaction. Have a checklist of things you want to see and, if you’re unsure, always conduct a further interview. Perhaps the candidate isn’t comfortable with interviews and will open more over a coffee on neutral ground? Most of all; take your time.

Onboard Correctly

The process doesn’t end once you’ve made the offer; recruitment is the whole journey from identifying needs to having your new employee in situ. That means making sure they’re welcomed into the team correctly.

An article by Harvard Business Review suggests how retaining good employees can hinge on your onboarding process. There’s no point in putting the effort in to bringing a new face in if they feel disconnected from the first day.

Put thought into the process, ensure they understand what is required and give them a chance to have their input at this stage too. Recruitment is a two-way street, it’s not all about you and your needs, but also those of the new employee you’re welcoming into your domain.