Hiring Hacks For Startup CEOs In The Digital Age

As a startup, one of the most tasking and demanding problems faced is usually assembling a team of people that can do the job well. However, finding the right people is often the most challenging part which is why a lot of founders and CEOs end up recruiting themselves. Think this is unusual? Let’s shock you; Mark Zuckerberg and the founders of Google, Larry Page and Sergey Brin have been personally reviewing potential candidates for years.

Now, here are some tips on how you can do the same and get optimal results.

Be Realistic with your Expectations

Truth is, one of the most common characteristics of almost every startup is that it’s constantly growing and changing. You, therefore, don’t necessarily need to get people with all the experience in the world, rather look out for intelligent people who exhibit strong potential for growth and can learn fast.

Make Use of Your Social Media

The social media era is currently influencing the recruitment process as many companies have taken to social media to recruit their staff. Yes! You can take to Twitter, Linkedin and other social platforms to check out potential recruits for your startup company. This can also be an avenue for you to run a background check on potential recruits based on their social interactions.

Don’t overlook the niche networks

Sure almost everyone is on Facebook, LinkedIn and Twitter these days; however, you can find specific candidates by carefully perusing niche networks and forums. For example, developers share knowledge on Techpoint and StackOverflow. Marketers bounce ideas off each other on Nairaland and other forums. Your next great leader may have just provided a thought-provoking answer on Quora or other platforms.

Think of Your Employees As Your Partners

Since startups depend so much on the quality of their employees, they should be treated like partners. There are two benefits of this approach: you will attract talents who are ready to take on responsibility and work hard.

Take Your Time When Hiring, Not When Firing

Although it may seem like you should give your employees more time to adapt, it is only right that you know when to draw the line in business and cut ties as soon as you realize things aren’t working out.

Conclusion
We hope these tips help you to make the most out of your recruiting process. Good luck!