Attracting talent to a start-up is never easy.
Unlike big corporations, resources are usually limited and the future uncertain. The advantages, however, are that a start-up gives space for people to create, to be independent and offers a greater sense of work satisfaction.
An article written by Issie Lapowsky, coupled with several experts’ opinions, contains insightful tips on how a start-up should go about attracting talents. For sharing and personal learning purposes, I have summarized Issie’s article as below.
1. Face-to-Face Interaction
“I’ve done a lot of placing people into positions, and I have never used a job board as a way to do that,” says Rich Sloan, co-founder of StartupNation. ‘Personal [interaction] is so much more powerful and important to me.”
Connecting with people face-to-face brings relationship to a higher level. It allows you to observe what normally can’t be seen if you were to hire via online platforms. There are many ways to go about doing this:
Start at your local Chamber of Commerce, which should list information on industry events happening in your area. Don’t stop there, though. Research local industry groups and associations. “Every type of business has their own meetings,” says Martin Zwilling, founder and CEO of consulting group Startup Professionals. “You’ll find people who know your business and are looking for opportunities.”
Of course, if you have the time, you could create you own networking events. Meetup.com provides the perfect platform to help you get started.
2. Use the Internet Wisely
LinkedIn isn’t the only online platform that is good for professional networking. There are also other sites dedicated to matching qualified applicants with the right employers, including Startupers, VentureLoop and Startuply. You can even try InternshipIN to find people while they’re still in school.
When you register for these sites, ensure that your profile reflects the spirit of the company. It will help to attract the like-minded people who admire your company’s persona.
3. What to Look For
“There are certain kinds of people who thrive in an environment with the risk profile and anarchy of a start-up,” says Sloan. “Start-ups demand great working relationships. There can be no issues.”
Cultural fit is equally as important as what’s on a person’s resume. Zwilling recommends looking for people who are results-oriented, people who can tell you what exactly they’ve done in their careers. You need to know that people can produce when given that responsibility.
He also recommends looking for someone who is “attracted to the promise of a big win.” The road may be rough at first, but someone who’s ready to see your business through and can tell you why it’s worth it to them is someone you want on your team.
4. What to Offer
According to Sloan: “People get involved in a start-up for three reasons. One, they like creating, being part of something new. Two, they want to participate in the upside. Three, they want to live a meaningful life, and the closer you are to the success or failure of a business, the more meaning and purpose you feel.”
If you can provide them with all three, they’re in for a good run with you. Apart from these, it’s also important to be truthful about your start-up financial situation and business strategy. You wouldn’t want your new hire to face any surprises during the first few weeks.
5. Always be on the lookout
Don’t lose recruiting momentum just because you’ve filled all current positions. “Even if you don’t have an opening right now, eventually you’ll have an opening, and you need to get people interested, so by the time you’re ready, they’ll want to join you,” Perrault explains. “If you’re not recruiting all the time, you’re not doing it right.”
Catch the full article at Inc.
[Image credit: thinkpanama]
