Startups have several options available to them to fill a vacant position. If your best business solution is to recruit additional team members, there are some key steps in the recruitment and selection process to make sure you hire the best possible candidate. These are listed below.
Note that your startup may also be able to meet your staffing needs by reorganizing work, engaging consultants and contractors, and by training and developing existing staff.
Recruitment is about building a pool of qualified applicants. There are a few steps to follow to recruit effectively:
Define the job:
Doing so may be as simple as creating a separate email account to receive applicant resumes. This account can send an automatic response to the applicant to confirm the resume has been received.
Over time, as the volume of your startup’s recruitment activity increases, other more sophisticated resume management and applicant tracking systems are available (at a cost)
How the candidate presents themselves in writing through the cover letter and resume is important. Relevance, timeliness, and even grammar and spelling can give you insights about the person
Questions asked during these phone or video interviews will help screen out candidates on the basis of unrealistic salary expectations, questionable employment history, and poor communication skills or interest. Ensure you are consistent with your questions for each candidate, to ensure you have a balanced comparison.
Consider including an assessment test, if appropriate. When properly administered, assessment tests can introduce a high level of fairness, accuracy and validity into the selection process. However, it is difficult for untrained people to judge the quality of psychometric testing tools. And a lack of proper training is also a risk in the use of psychometric testing. Use careful consideration when exploring whether to include assessment testing. if you do use assessment testing, be sure not to have this be the only measure tied to your process. It is part of the process, in addition to your interviews.
Once a leading candidate emerges, perform reference checks to validate the results of your screening efforts. This will help your startup determine if it would like to proceed with an offer of employment.