Startups need quality employees due to their young age, small scale, continuous growth, and the ever-challenging dynamics of the industry. However, in reality, recruiting quality employees for startups is not as easy as flipping a hand.
The recruitment process itself usually consists of several stages, starting from administrative selection, skill tests related to the job, to hierarchical interviews ranging from HRD, users, and even to the top leadership (CEO). The duration of the recruitment process to find quality employees depends on the recruitment method.
So, what are the tips for recruiting quality startup employees? Let’s explore the explanations below!
1. Include a clear job description
The first thing to do to filter quality candidates is to ensure that the job description in the job vacancy advertisement is clear and detailed. The job description includes the required skills, sought-after character or personality, work experience, and of course, the roles the employee will fulfill once accepted into the startup.
Good candidates will apply for the job according to their abilities. The clearer the job description, the greater the chance of filtering employees according to the company’s needs.
2. Use outstanding employees as benchmarks
In every company, there are undoubtedly some employees who excel more than others. Try to analyze the skills and personality traits they possess as a basis for recruiting quality employees.
What makes them outstanding? Is it discipline, specific skills, or integrity? Make these values a benchmark and criteria for recruiting employees.
3. Create informative job advertisements
This tip is related to the first tip. Elaborate on the open positions and the main qualifications needed. Although there are job applicants who are stubborn by submitting applications carelessly without paying attention to the required qualifications, at least, this method helps limit the number of job applicants who do not meet the requirements.
4. Upload job advertisements on the right platforms
Currently, there are many places to post job advertisements, ranging from website-based platforms to social media, such as Instagram, LinkedIn, and even Twitter. Choose the right platform by analyzing the website and social media user demographics.
Then, match the demographics of the targeted candidates with the demographics of the website and social media users where the job advertisements will be posted.
5. Check all incoming resumes
After publishing a job vacancy on the considered platform, recruiters will receive many resumes from job applicants. Make sure to check all incoming resumes to not miss the opportunity to filter the best candidates.
Identify candidates based on work experience, skills, and other factors that will later affect the employee’s performance in the startup.
6. Select potential candidates for the next selection stage
After reading all resumes, determine how many candidates will be passed. Ensure the number is sufficient for several selection stages but does not burden the company’s performance, especially the HR department.
Potential candidates are those who most meet or at least come close to the requirements set at the beginning of recruitment.
7. Determine a number of selection stages
Ideally, from the beginning, there should be a plan for what selection stages will be conducted to filter the best candidates. Start from administration, skill selection, to interviews. It needs to be determined what skill selections will be held and interviews to what level. Is it necessary to go up to the top leadership, or is it enough to involve the user only?
Recruiters need to schedule, ensure the availability of candidate and employer time, and contact candidates to attend the selection.
8. Conduct assessments through various tests and assessment tools
After determining the names of candidates who entered the selection, conduct assessments through a series of predetermined tests. Ensure that assessments are done objectively and proportionally.
Some companies collaborate with third parties to conduct tests, making the assessment more transparent and minimizing interference from irresponsible individuals.
The results of the assessment from the test series ideally should provide data on candidates’ personalities and skills.
9. Invite potential candidates for interviews
In general, initial selection until before the interview is done by a knockout system. Then, a certain number of candidates are chosen to participate in the interview. At this stage, some companies still apply the knockout system, but some also invite all candidates up to the final interview.
The end result is an accumulation of candidate scores from the initial stage to the final selection. Especially for interviews, prepare relevant questions for the candidates. Match the data found on the resume during the interview.
10. Choose suitable candidates
After all candidates have gone through a series of tests from the beginning to the end, the next step is to choose suitable candidates. Choose candidates who best meet the criteria from the uploaded job vacancies, considering other factors asked during the interview.
11. Check the candidate’s background
Some time ago, a shocking case occurred in the recruitment world. Someone was suspected of creating a LinkedIn profile with very interesting educational and work experiences.
Unfortunately, the information provided in the profile did not match after a background check. Therefore, it is important for HR to always be vigilant and not easily believe, as prevention is better than loss.
Conduct a background check by checking the authenticity of the diploma on the university or relevant institution’s website, or by calling the supervisor at the previous workplace.
12. Create a job offer
Create a job offer that suits the company’s capabilities and the candidate’s abilities. Ensure all benefits offered are not less than what was stated in the job advertisement.
13. Open space for negotiation
Finally, when making an offer, leave room for negotiation. Candidates may ask for higher value benefits or facilities that were not provided by the company before.
Consider whether these things will affect the candidate’s performance and benefit the company in the future. If yes, then the company can try to meet these requests.
So, those are the tips for recruiting quality startup employees. After getting the best employees, don’t forget to maintain their quality with good management. Want to know how? Download ASEAN’s Growth & Scale Talent Playbook here!
