How to solve startup hiring problem?
According to a survey by US Bureau of Labor Statistics survey, Startup’s fire nearly 25 percent of their employees within the first year of the company’s existence, and many others quit on their own accord. Lack of structure, long hours, changing company strategy, though one of the main issues is that a lot of new startups haven’t got much experience in startup hiring. Some of the problems that arise as a result and what you can do about it are,
In-experience in building teams
Most startup founders have never built a team before. Instead of building a well-balanced team who are both the “go” types and also people who are detail-oriented, founders often hire people who are just like themselves. This imbalance is not suitable for most tasks and results are below expectations.
Adapting to the startup culture
As most startups have a flat structure, many people find it difficult to adapt to it. Some get frustrated when tasks are not assigned to them but still, they have to work and give value. It is important that new hires be given an onboarding that helps them in thinking about problems and their solutions.
Searching for a small network
A lot of younger CEOs may not necessarily have a large enough network from which to pull talent that they need. Many founders will often hire friends, and there are both pros and cons to that. While on one hand friends could be counted on for loyalty and backing you 100 percent, while on the other they might not understand authority. Some may just be yes men who lack business acumen and may agree with all of your ideas even if they sound ridiculous.
Assessing the wrong competencies
Many startups look for skills, experience, and competencies that may not predict success on the job. The school attended, grades, College degrees, and the fact that they never worked at a startup should be ignored. Instead look for competencies that are much better predictors of success, including learning ability, the ability to adapt and to deal with ambiguity, the ability to innovate and then to execute ideas.
Many startup hiring managers need to told to lower their qualifications standard as they ask for unrealistic and unnecessary qualifications that may not be relevant to the hiring position.
Problem in the recruiting process
You must examine the recruiting funnel in order to see where the actual problem is happening. Some problems to identify,
1. If your startup is not well known
2. you are not getting enough candidates
3. If there is a wrong assessment of candidates, or
4. If are you failing to sell them your company.
Many times the problem could be with your startup hiring managers, who simply may not have the expertise or the time to recruit effectively. Sometimes a better alternative is to hire a company specialized in recruiting to get a fresh perspective.
Employee referral not turned on.
Whatever the size of your firm, employee referrals are the best and fastest way to attract quality talent. You would have to educate your employees on how and where to find and attract top candidates. Encourage employees to refer “for the good of the team” by demanding that your employees refer only their very best colleagues.
Ask new hires to make referrals on their first day.
Applying for a job is painful
Many potential applicants drop out of application processes because it is painful to apply via your website or job-board. To maximize applications candidates should be able to apply on their mobile phone too, and the application process should take no longer than five minutes. One better approach would be to use a LinkedIn profile rather than a resume, which might take time for the candidate to update.
The success of your startup dramatically decreases if you have weak recruiting and retention processes. To succeed you will need to make dramatic changes. Executing the startup hiring points discussed above should make a difference in your recruiting efforts.