Effective Hiring Strategies for Tech Startups | Techfunnel
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Most Effective Hiring Strategies for Tech Startups

Effective Hiring Strategies

Guest Contribution by Claire Jane Ward

Creating a tech startup is a fun and exciting experience, but recruiting new candidates for your startup can seem like a huge roadblock. If you have no traction, it may be hard to get the employees you want when compared to more established organizations. Creating or being hired on a startup definitely has its perks.

Following these strategies can help you find the talent you need.

  • Get employees that have startup experience

If you’re unsure how to start a new company, learn from those who have already done the work themselves! People who have prior experience in building a business will know which pitfalls to avoid and will be able to adapt quickly to the business world. For example, look for someone who has a PMP certification – that way, you know they have the management training needed.

  • Hire a Freelancer

You may not be able to hire a full-time employee yet, so consider paying per project by hiring a freelancer. This is also great to see if they’re an excellent fit for your company, who knows, maybe they’ll work out so well you can hire them full time. Even if you can’t see them as a full-time employee, they can still be an outsourcing option.

  • Treat your applicants like gold

High demand clients can find another startup somewhere else if they feel it won’t work out, so treat them well, or you might risk losing them. Recruiting is one of the most critical aspects of your business, so be strategic in this step. Learn when to move forward in a negotiation, or relax a bit. Your employees can help you with this step if you don’t know how to proceed.

  • Cost/Benefit

Employees cost money – more money than you think when you’re first starting. Think about cost computation like salary, benefits, taxes, hiring costs, training, onboarding, and so on. You also have to think about the benefits given to your employees like expansion, vacation, and commission. Bringing value to your employees means they’ll be around longer. Use social media to strengthen brand

Social media is essential for any company, but you don’t need to post on Instagram or Twitter if you don’t want to. You can set up your own blog, or use open-sourced places like Medium to get information out there. Even posting on Quora will get your website hits. Although Facebook, Instagram, and Twitter are the big three, make sure you know your corporate culture and brand before making a posting schedule.

  • Get employees from referral

Hiring employees the traditional way can be really expensive, and we’re not just talking about the fee to post on hiring websites. You also need to weed through applicants, which takes time. Getting employees referred to your company means they’re more likely to be great, and you don’t need to spend a lot of money to get them, either. To get great referrals means having a good relationship with other companies, so make that a priority when starting your business.

  • Create a good corporate culture

Your employees want to feel safe and secure when they’re hired. No one wants to feel like they’re disposable, or that they aren’t apart of the company in some way. Having a corporate culture makes your employees more likely to be loyal to it, especially if you reward them for a job well done. Small companies have an easier time treating their employees like individuals, which helps in them sticking around long-term.

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