CLAIRE ATKIN: Curator, WeAreYVR
Startups generally have a tough time recruiting — and that’s OK. It is the most important part of growing a business.
“If it’s not hard, you’re doing it wrong,” says Boris Mann, a startup veteran and angel investor.
You must find people who are aligned with what you do, and that takes time and effort. To find good people, your social network is your most important asset.
Sandra Wear, tech entrepreneur and CEO of CanWIT, recommends setting goals for networking, like having five coffees a week.
Send out a lot of asks, and get to know people and grow relationships with them.
After you meet them, always follow up, and remember to touch base within three to six months. Send over things that person would like over time and invite them places to build the relationship. Building trust is important. Some startups are learning to be more transparent to attract top talent.
“Highlighting the great people we work with has been invaluable,” says Sarah McCredie of Unbounce.
McCredie and others at the company post to a blog about what it is like to work there, and every month Unbounce hosts an open house for anyone to drop by. But what if the talent and skills you are looking for are really hard to find?
Despite being active in the local startup communities, Jesse Heaslip cannot always find the specialized developers his Bitcoin company needs. Consequently, Bex.io posts on international job boards like Stack Overflow, and 90% of its job applicants come from overseas.
Recruiting is hard. You must find the right people, pay them appropriately and help them grow – all easier said than done.
CHARLYNE FOTHERGILL: Program director, GrowLab
First, you need to make hiring a priority and understand it takes a lot of work – that’s why HR people and recruiters have full-time jobs.
Know what “qualified” looks like: Be specific in your posting. If you’ve never written a job posting before, take a look at other job postings for similar positions.
Know what you can offer: Include a salary range — don’t waste anyone’s time here.
Startups think they have less to offer, but not everyone is motivated by salary. Highlight what you can offer to ensure you get the best fit – equity, autonomy, fast-paced environment, the chance for the person to create designs, processes and be part of decisions that will shape the company, etc.
If people don’t know you’re hiring, they can’t apply: Post on job boards and your social media accounts, update your website, tell your employees to update their networks. Post on industry-specific job boards to raise the number of qualified candidates. If it’s a junior position, reach out to colleges and universities to spread the word.
LinkedIn can be a powerful tool for recruiting. If you see someone with a profile that matches your job description, get introduced and ask if they are interested or if they know anyone who is. Offer an employee-referral bonus, even if it’s just a gift card to a local restaurant. Employee referrals result in great candidates.
Consider recruiters: They can be worth their fee (19% to 30% of first year’s salary) if you have a very specific or key position to hire for or you need this person urgently. You don’t owe the fee until they find you someone.
It is a job seeker’s market, but if you are clear about what you’re looking for, commit to finding them and move quickly to increase your chances of hiring and keeping your next rock star.
MIKE SHEKHTMAN: Corporate development director, RentMoola
Startups consist of entrepreneurial-minded professionals who share a similar vision to make a disruptive difference in their industry. Attracting top talent is critical and can be the difference between boom and bust. Most startups will not be able to contend in a competitive landscape against large national brands. You have to be creative and rely on your strengths.
Top candidates choose startups because they are not afraid of failure and want the freedom to be creative with minimal hierarchy and bureaucracy – and because startups give them the ability to wear multiple hats in any given position.
No. 1: Leveraging your social media presence in attracting your future stars is a must. Generation Y is the fastest-growing segment of our workforce, consisting of tech-savvy, educated and networked professionals. Target these prospective candidates using sites like LinkedIn, Facebook and Twitter to attract elite talent.
You must also ensure that your website has sharp, substantial content.
No. 2: The power of employee referrals is often overlooked by startups. Although your team is small, don’t underestimate their connections in the market. Leverage and reward your team by offering referral bonuses for successful candidates who are hired and pass their probationary period.
No. 3: Offering advancement and growth is critical for gen-Y. This may also attract talent and is a way to differentiate your business from larger organizations that may not be able to present similar opportunities.
Offering stake equity in the organization will also attract and help retain top-level candidates. This will give them a sense of ownership, and in return they will eat, sleep and breathe your brand.
