Posts Tagged ‘small business hiring’

What’s Unique About Hiring for a Startup?

November 3rd, 2014

startup hiringRecruiting and hiring candidates for a position at an established firm with a proven track record is different than finding good prospects for a startup company. If you have recently begun handling human resources to help a new firm gear up or are considering working at a startup, keep in mind that you will be evaluating recruits using different criteria than you would at longer-lived firms that have reached some measure of stability.

Determining the Best Candidates

You might be tempted to hire workers that have been employed at one of the major technology companies, since they must have great qualifications to get past the HR departments at such firms.

However, the skills required to do well and thrive in the stable environment of an established firm are different from what’s needed when an organization is still in startup mode, noted a recent report at Forbes.

Rather than considering inexperienced people who are fresh out of college, though, you would do better by looking for candidates who worked at other startups that have gone onto some success and are ready for another position that requires creativity and tenacity rather than one based on making small improvements to an existing platform.

Look for people who have exhibited a high level of competitiveness, as they will be the ones most willing to stay late and do what it takes to reach your organization’s goals. Many startups have done well by hiring people who play sports or who are former athletes, noted a recent report at Entrepreneur. The competitive nature of sports and the need to set goals and remain mentally and physically resilient are good preparation for working in a startup.

Other traits that are worth considering in candidates for startups include having a sense of humor and fitting in well with your corporate culture, according to an article at Mashable. After all, you are putting together a team whose members will be spending long hours together, and you need recruits who can integrate well with others.

These new workers should be flexible as well, since startups usually require people who can wear different hats every day. They will be able to take direction and then work independently to carry out their mission as effectively as possible. Risk-takers who are ready to hit the ground running and show passion and endurance will be more capable of dealing with the unrelenting grind of startup mode.

Your job hiring for a startup will go more smoothly if you focus on the chief characteristics required for success in a dynamic and sometimes chaotic environment. Selecting candidates who are curious and enthusiastic and who demonstrate a passion to compete while maintaining high standards of business integrity will serve you well during the birth of your new company.

Small Businesses Need to Think Big About Hiring

August 6th, 2014

How well is your small hirebusiness doing in recruiting new hires? Even as the economy improves and organizations start stepping up their hiring efforts, you may still find it difficult to attract qualified workers. In fact, more than half of companies still have open and unfilled positions due to a lack of available talent, according to a new report at the Democrat & Chronicle. You can remedy this problem by starting to think big about your hiring process.

For example, when was the last time you and your colleagues put yourself in the shoes of candidates to see why would they want to work at your company? During interviews, make a point of showcasing what makes your business stand out from the competition. You can be assured that the best and most talented recruits will be looking for companies that they match with in terms of values and culture.

You’ll also want to consider starting a program where candidates can shadow your employees for a day to get a better idea of your day-to-day operations and to see if there will be a good cultural fit.

Are you using social media to your benefit? It’s not enough for organizations to use Twitter, Facebook and other channels just to hype their accomplishments or address criticism. Reach out to new candidates through social channels, letting them get a sense of what it’s like to work at your business. When you find a promising candidate on LinkedIn, for example, your next step should be to check other social media for any inappropriate photos or comments to weed out undesirables.

And while you can target more younger people with social media, it’s important to remember the value in hiring older employees for their wisdom and experience, noted a recent post at Forbes. The added benefit is that you will get some talented mentors for the younger members of your team.

At the same time, you need to make sure you are offering fair compensation. Take advantage of the data at sites like PayScale and Salary before posting salary ranges in your upcoming want ads. While you’re at it, why not start offering cash incentives to your team members who refer successful new hires? Your current employees will serve as great brand ambassadors and their knowledge of your company culture will help you recruit applicants that will make a good fit.

Freelancing is another option your organization will want to give more consideration, according to a recent report at the Fox Small Business Center. You mainly benefit by saving money and having a more flexible workforce. What’s more, many freelancers have quite an entrepreneurial spirit that can do wonders for rejuvenating your business.

The bottom line is that if you want to continue growing as a company, you need to start thinking big about hiring. You’ll be rewarded with an improved workforce and an enhanced reputation among jobseekers.