Hiring for Startups 101


Let’s face it, hiring is difficult. It’s a long process that requires time and attention to detail because if you do hire the wrong person, it’s going to be a sunk cost from recruiting and training.

By following these five rules, it will limit or avoid any sunk costs.

1. Job Descriptions are Key

We are in an era that embraces diversity which means potential employees may be looking for something different.  As a start-up, you don’t have to follow the traditional 9-5 rules, and the stereotype of being rigid, cold, and only focused on company goals.

Your job descriptions will give you a chance to highlight your company culture while showing your expectations at the same time.  Showcasing your company’s personality will allow candidates to know what your vision is, what your startup does, and how they can a play a role in the big picture.

2. Try Task-based Testing

Task-based testing is assigning a ‘task’ or “test” that takes part during the interviewing process. These tasks can be as ambiguous as you want and will allow you the opportunity to witness more in-depth detail about the candidates as well as the candidates’ level of creativity.  It can even double as a screening process to isolate candidates that aren’t committed or fit for the position.

3. Use Personality Assessments

As a Startup, you need to be able to work well with your team in order to reach your company’s goals.  Instead of hiring someone and slowly find out how you can properly manage the person, you can use quizzes like DISC personality assessments. These assessments can predict their communication styles, how certain teams can work effectively together, and how to properly manage and motivate that personality type.

4. Take your time

You don’t need to rush your recruitment process.

You have a goal and your future team is there to reach that goal with you. At the startup stage, each person plays a critical role in the company’s success.  It is wise to take your time finding the right candidate that will last long term.

5. Consider reaching out globally

The world is a big place that consists of candidates that have the particular skill set you want, unfortunately, sometimes they’re in a different part of the world.  With AIESEC as a not-for-profit organization, it’s a cost effect way to gain access to global talent from 124 countries.

Sign up today with AIESEC

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