How and where to look for staff for a start-up company? Effective Ways

We all understand perfectly well that business is about people. Therefore, the question of how to find employees on their own as a director or owner of a small company, and even more so a start-up, is acute.

In this article, we will try, with the help of HR experts, to provide a recruitment algorithm for a start-up business.

Let's start with the most important thing - this is the realization that your business is only yours and no one else's, so any employee will never perceive your "brainchild" as their own, and in principle should not.

Never and under no circumstances, when choosing new employees, do not hesitate to act like the head of the company, you should not negotiate and create "hothouse" conditions for the people you choose. Always take a clear stand.

We turned to our experts for comments on how they searched and are looking for new employees, and this is what we received from the leading specialist of the HR department of the United Outsourcing Company - Elena Naberezhneva: “ Searching for employees for a startup is not an easy task, so it is important at the initial stage analyze the most key and effective methods of personnel search and selection.

First of all, you can turn to friends and former colleagues. Perhaps at the moment they are actively looking for a new employer, or ask them for recommendations. As a rule, this results in a good stream of quality frames that do not need to be "checked". We should not forget about the profile resources hh. en, superjob, rabota and social networks. They have not only accounts, but also thematic groups where you can post a vacancy. Social networks and bulletin boards help you quickly and cost-effectively find the right candidate. If you are recruiting non-linear staff, try to be creative in creating an ad. Feel free to use the methods that are used by more eminent colleagues in your field. Well, if you need a specialist with a narrow profile who has qualifications and knowledge that you do not have, we advise you to contact a professional recruitment agency that can provide guarantees. It is especially advisable to do this when looking for financial and IT specialists .”

And so, where do you start?

The first is from an assessment of who you really need, that is, you really need to understand what duties the future employee will perform and what skills he should have. Based on this, you must establish adequate requirements for candidates. After all, many requirements in vacancies are very often far-fetched. Write to yourself what qualities and skills the candidate should have. Made a list? Proceed to the next step.

Second , you need a recruiting strategy.

A strategy is needed for subsequent actions when searching for candidates; there may be several of them, for example: a company hires only professionals with good wages, from whom it expects a quick result. Such a strategy implies that the head of the company looks at competitors and their specialists, whose work he likes. He knows them by their last names, keeps in touch with them and waits for an opportunity to make a transfer offer.

The second option is to attract young professionals without work experience, but who want to get their first job and experience. This strategy involves hiring young employees aimed at gaining experience and mentoring from the head of the company.

Third , we use all possible search channels.

But first you need to write a good and attractive job advertisement. Remember that such an ad does not just look like an advertisement, it is one, and your potential employees are customers. The task is simple - they need to be attracted. But the most important thing is not by deception!

After the announcement is written, you can now engage in its placement. We offer to post vacancies on several sites and bulletin boards on the Internet. If you want, you can advertise in the newspaper (if possible) or even put up ads - although the effectiveness of this is rather low.

Therefore, in addition to working with job sites and resumes, you can use the following recommendations: social networks - a personal call on your page, groups, professional communities; industry forums; business schools, master classes; work with universities.

Fourth - we begin the selection of candidates and prepare for the interview (interview).

And so, they began to send you a resume, and maybe even call. We note right away that it makes sense for all callers to recommend sending their resume for consideration by e-mail. Anyone who is not ready to do this, but simply called to find out what and how, you do not need such an employee. Also, do not respond to everyone and everything on demand. Establish a procedure for reviewing resumes, as well as when you plan to respond to candidates.

After reading the resume, we suggest that you sketch out a series of questions that you would like to ask the candidate and prepare a scenario for which the interview will be conducted. You need to write down where you start and where you end. The time for the interview must be assigned strictly by the hour, “smearing” the time that you can come at any time devalues ​​you as a leader. We are recommended to use Executive Search Belarus, to find qualified employees.

At the interview itself, do not be distracted, follow its progress, make notes and notes. We also suggest asking out-of-the-ordinary and unexpected questions for the candidate, which should be formulated in such a way that the answer to them contains some useful information for you. Give the candidate the opportunity to speak even about what he was not asked about. Perhaps he himself will tell the necessary information. Be hospitable and polite. Do not miss the opportunity to check whether the candidate is focused on the process or the result. Find out what he has achieved before and what he plans to achieve in the new place. Don't trust words. At the very end of the interview, tell in detail about the vacancy, requirements and working conditions, do not do this in advance, as the candidate can adjust his answers. Do not embellish your business, because when a person is hired, new colleagues can talk about the opposite situation, everything that was embellished in the interview is revealed in the first days of work. You only need to say what you can provide and back it up with real examples.

Remember that when a candidate leaves you, he will tell his friends and family that he was at the interview. And what the candidate will say to his environment is the beginning or end of your company's brand.

Fifth - choose the best!

After reviewing all the candidates, it's time to choose the best one. This needs to be given sufficient attention. Never get emotional, evaluate. Verify the candidate by contacting the previous employer if possible. Take a break after the first interview, schedule a second one, if everyone likes the candidate, give him a small task and invite him to prepare his questions for the next interview.

Sixth - Quickly dismiss those who did not fit

If in the first month you feel that the candidate is “not your person”, it is better to say goodbye to him.

A leader in a team needs dedicated employees who will be grateful for opportunities, professions, and leadership.

Therefore, when hiring employees, follow a few rules:

1. Do not hire without a trial period;

2. Do not hire without being sure that the candidate suits you and satisfies you in key parameters;

3. Don't hire just to fill a vacancy.

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