Running a startup is tough, especially trying to manage all of the moving parts, from tracking inventory to offering top-tier customer service. With 90 percent of startups failing due to self-destruction, rather than competition, it’s important you take thoughtful consideration in every aspect of your company. This means your employees, too. The people you hire from the start are the ones who are going to help make a name for your business. If you’re a new company with unmotivated and unskilled employees, it will turn customers away.
As the backbone of your business, you need your employees to be on board with you from the get-go. This means they hold the same values as you do and believe in your brand just as much. As you begin to bring new talent on board, make sure you follow these steps in order to hire the perfect employee.
Start With a Job Application
It’s never a good idea to hire friends and family, unless they’re genuinely skilled workers and there won’t be conflicts of interest that can ruin your relationship. Instead, it’s best to hire outside talent you have no connection to. To do this, you need to get your company heard by posting a job application on a job recruiting site, such as LinkedIn, Glassdoor, or Indeed. An effective job description will have these components:
- Company info (website, address, phone number, email)
- Overview of the role
- Job responsibilities
- Job qualifications
- How to apply
- Equal opportunity employer statement
Even Google is stepping up their game to help businesses like yours. The Google Hire tool is an artificial intelligence-powered tool that allows you to qualify and disqualify candidates in bulk by using a smart keyword search. Tools like these will help save you time and effort during the recruiting process.
Once you have your job application posted on your company website and job recruiting sites, you’ll begin to receive applications in your email. As you start combing through applications, set aside resumes and cover letters for applicants who seem like they’d be a good fit for your company. If you run a large business and have a huge influx of applications filling your mailbox, you can use an applicant tracking system where robots read the resumes you receive.
Now that you’ve sorted your piles of applicants you think would make a good fit versus those who aren’t qualified, it’s time to set up pre-interviews. The point of a pre-interview is to get a general understanding of the applicant you’re considering. A pre-interview typically takes place over the phone or video call and allows you to get more direct contact with the applicant. Here, you can learn more about why they’re applying and give the applicant an opportunity to explain more about their resume, cover letter, and qualifications. Whether your startup offers vegan alternatives or is offering to place people’s DNA on the moon, pre-interviewing candidates is an essential step to ensuring your business succeeds.
The last thing you want is to hire a cybercriminal when you own a tech startup. Screening applicants is a crucial step to ensuring you have a team that is committed to helping your brand flourish instead of crumble. Consulting with pre-employment background check providers will allow you to run applicants background through a database that gives you important information, such as:
- Criminal records
- Driving records
- Financial records
- Education history
- Sex offender registry
- Applicant identity verification
Pre-screening employees will ensure you’re hiring employees who are who they say they are. This way, no mishaps will happen that can result in your startup failing.
Conduct Final Round of Interviews
Now that you’ve weeded out applicants who may have had a rough track record, it’s time to bring in the final batch of candidates for an interview. When conducting your last round of interviews, it’s important you involve everyone who’s already on your team. You don’t want to hire someone that none of your employees like, as this can create a hostile or unproductive work culture. You can either create a panel, where each of your employees goes one-by-one asking questions for everyone to hear in one room. Or, you can have each employee ask a different round of questions to the candidate by themselves.
After you’ve interviewed every candidate and discussed with your team who you’d like to hire, grab an envelope or draft an email and send your offer!
The Bottom Line
The key to a successful startup is hiring the right employees. They’re the ones connecting with customers, offering new ideas, and getting your brand name heard. If there’s one idea to grow your startup you should listen to, it’s thoroughly vetting your job applicants to find the best match.