The document outlines essential strategies and common pitfalls in hiring for startups, emphasizing the need for clarity in candidate expectations and the importance of cultural fit. It discusses the value of hiring interns and innovative methods for recruitment, such as utilizing referrals and branding to attract top talent. Additionally, it highlights best practices for dealing with hiring failures and creating a structured hiring plan to ensure long-term success.

2. Contents
1. INTRODUCTION
2. CURRENT HIRING TRENDS FOR STARTUPS
3. MOST COMMON HIRING FAILS FOR
STARTUPS TODAY
4. HIRING DURING INITIAL STAGES AND
HIRING FOR GROWTH IN A STARTUP
5. IMPORTANCE OF CULTURAL FIT
6. THE VALUE OF INTERNS AT A STARTUP
7. DEALING WITH FAILURE AND THE STEP-UP
PLAN FOR A STARTUP
8. REFERENCES
9. APPENDIX

3. Introduction
A startup is a volatile and unpredictable
environment to work in. Likewise, hiring for a
startup comes with its own unique
challenges. Recruiters have to consider many
important factors that we will outline for you
today.

4. Most common hiring fails in
startups today
Not being clear on who you really
want
Skimping on candidate evaluations
Not taking Budget as an important
factor
Not considering factors outside of
formal education
Not caring why the last person left
Not Making Candidate more aware

5. Most common hiring fails in
startups today
Not being clear on who you really
want
Skimping on candidate evaluations
Not taking Budget as an important
factor
Not considering factors outside of
formal education
Not caring why the last person left
Not Making Candidate more aware
Be sure of exactly where you need
help and check if the candidate is
a cultural fit for the organization.

6. Most common hiring fails in
startups today
Not being clear on who you really
want
Skimping on candidate evaluations
Not taking Budget as an important
factor
Not considering factors outside of
formal education
Not caring why the last person left
Not Making Candidate more aware
Founders often miss doing this
exercise as they tend to find and hire
people they know or personally like.

7. Most common hiring fails in
startups today
Not being clear on who you really
want
Skimping on candidate evaluations
Not taking Budget as an important
factor
Not considering factors outside of
formal education
Not caring why the last person left
Not Making Candidate more aware
● Founders may choose to hire
someone with a lesser skill
● Poor Compensation

8. Most common hiring fails in
startups today
Not being clear on who you really
want
Skimping on candidate evaluations
Not taking Budget as an important
factor
Not considering factors outside of
formal education
Not caring why the last person left
Not Making Candidate more aware
The main focus should not be how
someone does in a classroom but
how open and flexible they are that
they could learn and grow.

9. Most common hiring fails in
startups today
Not being clear on who you really
want
Skimping on candidate evaluations
Not taking Budget as an important
factor
Not considering factors outside of
formal education
Not caring why the last person left
Not Making Candidate more aware
Determine why the last person left
before hiring a new candidate

10. Most common hiring fails in
startups today
Not being clear on who you really
want
Skimping on candidate evaluations
Not taking Budget as an important
factor
Not considering factors outside of
formal education
Not caring why the last person left
Not Making Candidate more aware
Determine what tasks and
responsibilities can be assigned
to the new employee.

11. So much competition in the market! How can a startup standout?

12. Attracting Top Talent -
How can a startup stand out?
Provide gratification
Treat your startup as a perk
Hiring process should reflect your culture
Go head on with the fear of failure

13. Attracting Top Talent -
How can a startup stand out?
Provide gratification
Treat your startup as a perk
Hiring process should reflect your culture
Go head on with the fear of failure
Start-ups should not shy
away from selling
themselves and offer
employees the satisfaction
of making a difference.

14. Attracting Top Talent -
How can a startup stand out?
Provide gratification
Treat your startup as a perk
Hiring process should reflect your culture
Go head on with the fear of failure
Startups usually have
distinctively different
environment unlike
traditional corporations
which, for many employees,
is actually a perk.

15. Attracting Top Talent -
How can a startup stand out?
Provide gratification
Treat your startup as a perk
Hiring process should reflect your culture
Go head on with the fear of failure
For startups it’s important
to focus on values like
passion, respect, individual
responsibility, and desire to
grow.

16. Attracting Top Talent -
How can a startup stand out?
Provide gratification
Treat your startup as a perk
Hiring process should reflect your culture
Go head on with the fear of failure
You are a startup with no
track record or guarantee of
success, so it’s no doubt
that applicants will be
worried about that.

17. Top Hiring Strategies
for Startups
● Referrals
● Job Boards
● Employer Branding
● Social Media Activity
● Mass Auditions
● Puzzles and Brainteasers
● Attend Events and Meetups
● Online Recruitment Platforms
● Budget for Key Hires
● Separate Skills from Behaviours
● Hire Remote Staff
● Continuous Hiring
● Host a Trail Day
● Campus Recruiting
● Target Other Startups

18. Do you value quality over quantity?
Do you value truth and finesse over comfort and momentary gain?

19. Do you value quality over quantity?
Do you value truth and finesse over comfort and momentary gain?
A candidate’s response to the above question can literally mean the difference
between the success and failure of your startup.

20. Good cultural fit =
Greater job satisfaction
Identified more with their company
Were more likely to remain with their
organization
More committed
Showed superior job performance

21. How do you go about getting the right
cultural fit for your organization:
● Articulate what values, norms and practices define your
business.
● Important to look for qualitative qualities in a candidate
● Check for adaptability in a candidate as multi-tasking is
inevitable in a startup
● Arrange for candidates to meet with team members from a
variety of levels across the organization.
● Remember not to sacrifice on diversity as you hire for culture fit.
● Use branding materials that showcase your culture in action, as
this will attract the right candidates to apply for the position
● For a startup it’s necessary to make sure the job content and
writing style, ultimately reflect the bigger goals and passions
driving your organization.

22. While you are out there handling important aspects of your startup, like bringing in investors,
branding, building the product, legal formalities, etc.
Is there something you could also be doing to make your life easier?

23. While you are out there handling important aspects of your startup, like bringing in investors,
branding, building the product, legal formalities, etc.
Is there something you could also be doing to make your life easier?
YES! Absolutely.

24. While you are out there handling important aspects of your startup, like bringing in investors,
branding, building the product, legal formalities, etc.
Is there something you could also be doing to make your life easier?
YES! Absolutely.
Hire Interns

25. OK but why
hire Interns?

26. 1. Future talent leads for the company
2. Extra pair of hands for execution
3. Branding among student community
4. Easy use of technology
5. Test out new ideas and roles in the
company
6. Out of the box thinking
7. Test drive your future employees

27. Hiring interns

28. Hiring interns

29. Hiring interns
Managing interns

30. Hiring interns
Managing interns

31. How to successfully manage interns for the perfect win-win
Understand the whole fad of "What is in it for me". Sell your company and the role to the
candidates
Maintain a broad, consistent pipeline of potential interns.
Provide them with a large, long-term project.
Never treat a part-time intern like a full-time one.
Have a formal performance management process.
Provide interns with a strong mentor
Understand beforehand, what level of commitment to expect from the interns
Have a clear plan for the outcome of the internship
Pay. Pay.
Plan non-work related activities.

32. How to Deal With Failing and
the step up plan for hiring in a startup
Define Your Hiring Plan
Hire The Right One
Assessment Of Required Skills
Innovative Selection Practice
Be Instantaneous

33. How to Deal With Failing and
the step up plan for hiring in a startup
Define Your Hiring Plan
Hire The Right One
Assessment Of Required Skills
Innovative Selection Practice
Be Instantaneous
Avoid bulk hiring at one time and
plan your hiring strategy
beforehand.

34. How to Deal With Failing and
the step up plan for hiring in a startup
Define Your Hiring Plan
Hire The Right One
Assessment Of Required Skills
Innovative Selection Practice
Be Instantaneous
Do not assign only a few days for
hasty completion of the hiring
process.

35. How to Deal With Failing and
the step up plan for hiring in a startup
Define Your Hiring Plan
Hire The Right One
Assessment Of Required Skills
Innovative Selection Practice
Be Instantaneous
A recruiter should confirm
candidate’s required skills and
credentials to validate one’s
abilities.

36. How to Deal With Failing and
the step up plan for hiring in a startup
Define Your Hiring Plan
Hire The Right One
Assessment Of Required Skills
Innovative Selection Practice
Be Instantaneous
Embrace practices like role-play or
assigning small projects to the
candidates.

37. How to Deal With Failing and
the step up plan for hiring in a startup
Define Your Hiring Plan
Hire The Right One
Assessment Of Required Skills
Innovative Selection Practice
Be Instantaneous
A powerful sales mantra -
Always. Be. Prompt.

38. References
https://www.entrepreneur.com/article/236238
http://www.century-group.com/insights/effective-recruitment-strategies-for-startups-in-any-industry/
http://www.techstars.com/content/entrepreneur-resources/best-recruiting-practices-for-startups/
https://www.entrepreneur.com/article/250970
http://www.hongkiat.com/blog/your-first-business/
http://paulgraham.com/startupmistakes.html
http://thenextweb.com/entrepreneur/2013/11/03/gracefully-wind-failing-startup/
http://thenextweb.com/entrepreneur/2013/09/22/just-started-a-company-you-might-make-these-mistakes-if-youre-not-careful/
http://www.businessnewsdaily.com/6054-reduce-startup-failure-risk.html
https://www.nerdfitness.com/blog/5-steps-after-failing/
http://www.hongkiat.com/blog/your-first-business/
http://q2hrs.com/best-recruitment-strategies-start-ups/
http://www.onesourcemanaged.com/Companys/Recruiting_Strategies.pdf
https://www.quora.com/What-are-the-best-methods-that-startups-are-using-to-hire-talent
4 Strategies for Hiring the Right People at Your Startup - Entrepreneur
https://www.google.co.in/url?sa=t&rct=j&q=&esrc=s&source=web&cd=4&cad=rja&uact=8&ved=0ahUKEwi4kMicicHQAhUDT48KHac6CF4QFggvMAM&url=https%3A
%2F%2Fwww.entrepreneur.com%2Farticle%2F250970&usg=AFQjCNG6W3MqIWBjC1xFGUkmnnLk6FgGGQ&sig2=RS0FR-VX9MBNcvXwbWms_w
https://www.marsdd.com/news-and-insights/hiring-strategies-startups-five-tips-recruite-first-hire/
http://recruitloop.com/blog/hiring-strategies-for-tech-startups/
http://www.inc.com/sujan-patel/how-tech-founders-are-recruiting-top-talent.html
http://www.techstars.com/content/entrepreneur-resources/best-recruiting-practices-for-startups/

39. Thank you