“Time spent on hiring is time well spent.” Robert Half
Sourcing for quality talent at a startup is not an easy task. The obvious reason is that we have to convince candidates about the future prospect of our organization and how they are going to benefit by being part of the process. These candidates usually have other offers through the corporate world and are, in my experience usually tempted to stick with the tried and tested path. However being an entrepreneur you need to be out there convincing just about everyone about the growth and prospect of your organization. It could be to a potential customer, a potential employee, your core team and friends and family. You have to have your selling mode always on to create a buzz about what you are doing.
Since we have a prepared job description, we now need to spread the message. There are many options available to you depending on your budget.
1. Advertising in Schools: If you are still based in university advertise your openings on the university job posting boards, if they have any. Attend as many entrepreneurial networking mixers and ask for the opportunity to pitch your company and openings to the audience. In my first couple of ventures on campus I found these to be effective mediums to get the word out.
2. Social Networks: We have recently started using Linkedin and facebook to scout for potential talent in the core teams network. We have had more success using facebook by advertising positions on dedicated company pages. These networks are powerful mediums to get your message across to your second and third degree networks which are difficult to reach otherwise.
3. Corporate site & Blogs: You should do your best to allow your website to post job openings and accept structured resumes to help you continue to grow your resume bank. This will help you to minimize the time it takes to fill positions in the future. If you or your company have a regularly updated blog I would definitely use that medium to attract talent as well.
4. Referrals: This is how we carry out most of our hiring. When we have the job description ready I send it out to friends in the industry to get it to individuals who they feel may fit the role we are looking for. My friends realize how we work and are able to scout intelligently for talent.
5. Job Boards: Whether you use paid ones or free ones, in my experience, the selection process takes a lot longer using this medium. Firstly there is much sorting to be carried out, the quality of candidates is not the best and without any references it is more of a risk. However if the options mentioned above are not available to you this medium has the capability of getting your message out to a large number of individuals.
6. Head Hunters & Executive Search: This is an expensive option which becomes necessary sometimes if you are looking to fill a key role in your team. This is used as a last resort and only for very critical job roles. Selecting the right recruiter is a subject which I will write about in the coming weeks.
This is a preliminary list of tactics that you can implement to start your talent search. Avoid making rushed decisions and do your best to find talent through referrals and references whenever possible.