How to hire for a startup?


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How to hire for a startup?

  1. 1. How to Hire for a Start-up?
  2. 2. When to hire? ⧫ When you need smarter people than you for specific tasks. ⧫ When you have resources to afford that.
  3. 3. Depends on the Urgency of Hiring ❖ Urgent/ Quick Hiring ⧫ Pros: ● Dont need to invest too much ● You know the urgent need and can hire according to that. ⧫ Cons: ● High percentage of getting wrong candidate ● Have to select more candidates than needed
  4. 4. On urgency of Hiring ❖ Not so Urgent ones: ⧫ Pros: ● You can actually test the candidate pretty well before ● Campus placement may be a very good option ⧫ Cons: ● You need to have a view of at least more than a year on how your company will be like after 1 year ● Require more resources
  5. 5. Attracting a potential Hire Why should they work for a startup over any other established firm?
  6. 6. Marketing your startup to potential hires.
  7. 7. Sell what you already have Sell Credentials and growth ● Credentials of founding team ● Credentials of early employees ● Growth of early employees ● Company Growth
  8. 8. Work culture ● Sell freedom and flexibility of work ● Flexible work timings ● No steadfast office rules ● Freedom to define your work ● Lack of Hierarchy
  9. 9. Appreciation of work Sell direct impact and recognition of work ● Always aware of the big picture and not just modular work ● Direct interaction with users and customers irrespective of any role ● There is no small cog in a big machine; you are the cog and you are the machine
  10. 10. Ok, This is great. But How do I take these points to the right people?
  11. 11. Make some noise before hiring ● Online promotions and engagements ● Contribute to online media in your area of expertise ● Establish thought leadership through surveys, infographics and blog posts. ● Conducts webinars and hangouts in your area of expertise ● Network or sponsor at relevant offline events
  12. 12. Encourage Referrals
  13. 13. Know thy enemy ● Keep an eye on what your competitors are doing. ● See if you can do it better.
  14. 14. ● Personal Networks ● Alumnus-College ● Past employees ● Extended networks
  15. 15. Now I have got 100s of applications. I don’t have resources for this.
  16. 16. Creating a Task ● Use a task as a filtering mechanism ● Make sure the task is relevant to everyday operations of your company ● Make the task as specific to the job description as possible Note: This is a good filtering mechanism as most people do not take the task seriously.
  17. 17. Interviewing ● Make a panel of 3 people ● Judge candidates between a strong no, a weak no, a weak yes and a strong yes. ● Keep a criteria like- No strong No’s and at least two strong Yes’s Note: The parameters can vary based on your requirements and preferences.
  18. 18. Remember to make a good impression as a good candidate will always have other good options as well.
  19. 19. How to Hold Someone After Hiring ● It takes time to get used to the culture of a company ● Don’t accept mediocrity. It sets a bad influence on the growth of a firm. ● Openly appreciate good work.
  20. 20. Parting Notes ● Hiring is easier with a good network ● Go to as many networking events as possible and try speaking at some of them ● First few members should not be freshers ● Hire fast and fire faster