The 5 Key Steps to Recruit Early Team for Your Startup

Maybe the hardest and most annoying part of launching a perspective and successful startup is a recruiting the first team of professionals that will pioneer in the development of new business. At first sight, it seems impossible to find staff with appropriate experience, character and skills you are looking for. Sometimes this recruiting journey can be inspiring and exhilarating, but at other time it can be really energy-draining and frustrating.

In the interest of helping others, I try to crack the code and formulate some useful tips for recruit your exclusive startup team. These items assume you are the founder of the company and you know what you are looking for.

  • Have a clear vision and strategy for your company. As a founder, you should distinctly imagine how your company will look like and be convinced that you know what you need. This help you formulate perfect sense for what each position requires. For instance, you may be in need of web-focused developer, graphic designer and marketer.
  • Develop your time management skills. Hiring for a position is not a light-mindedly deal, so clear your desk of everything trivial and be ready to commit ninety percent of your working and free hours for searching and recruiting. Allocate time to write readable and specific job description where you describe what kind of person you need. Post it everywhere where your eventual candidate for the position might be. As for recruiters, they can be your friend or a nightmare. If money allows, find a good one and argue to take less than twenty-five percent motivating to receive lots of new positions as startup grow.
  • Networking on LinkedIn profiles. Forget about static resumes. Instead ask candidates to send you links to their LinkedIn accounts. Good profiles include everything a resume does and even more, for example, photo, references from past colleagues and employers. Also, use LinkedIn for personal searching for your ideal candidate.
  • Require applicants to supply personalized email cover letter. May they explain why your company is interesting for them and why they are best for this job. If they don’t find time to write it, they are not serious enough, so don’t waste your time for looking their LinkedIn accounts.
  • Don't waste any moment! Work quickly as you can and instantly review each interested profile. Remember, high professionals snatched up quickly.

And last but not least, be patient, persistent and never give up!

About the Author:

Irene is a freelance writer specialized in writing on various themes at several write essay websites and companies. She attended Northern State University. Irene is interested in new technology gadgets, economy and recruiting job. 

Views: 197

Comments are closed for this blog post


All the recruiting news you see here, delivered straight to your inbox.

Just enter your e-mail address below


RecruitingBlogs on Twitter

© 2024   All Rights Reserved   Powered by

Badges  |  Report an Issue  |  Privacy Policy  |  Terms of Service