1. Give clear direction on vision and mission
In the first days of setting up a start-up business, you will not have enough financial strength to invest heavily in filling staff. Instead of immediately entering the race to convince talent, build a macro vision and mission (of course equally realistic) enough to attract them.
As a founder and leader, you should boldly share the company's direction and long-term strategies to candidates you feel are really potential. No need to be lengthy, sometimes quickly going straight to the point brings unexpected results. “Do you want to sell soft drinks for the rest of your life or do you want to change the world with me?” With only one question, but Steve Jobs convinced John Scully - an expert working at Pepsi at that time, to accept to join the prestigious Apple company.
2. Build a comfortable and friendly working culture
Corporate culture is not only a factor to attract talent, but also a key to retaining talent in the company. Young employees can ignore the salary difference and accept the job offer as long as the working environment is comfortable and there are many opportunities for future growth. In order for the "new ghosts" to quickly integrate into the start-up environment, all members love and support each other and want to stick together for a long time with the organization, you should soon discuss with the employer to build a set of standards on cultural policies and treatment and welfare regimes... When employees feel that the company is cozy and comfortable like home, and colleagues are as close as family, they will make efforts and dedicate themselves to it. blood to work.
Zappos is one of the very few start-ups that demonstrate that success comes from investing in the working environment. Not only encouraging "wildness", creativity and fun in employees, CEO Tony Hsieh also trusts and gives full power to his employees. Accordingly, employees will not be under the direction of the boss on how to work, but will decide for themselves what to do to achieve the highest efficiency. Thanks to its boldness and "outside the box" thinking, Zappos quickly rose to the number 1 position in the online shoe retail industry in the world and was ranked in the top 100 best places to work in the US many times. consecutive year.
3. Expanding the network of personnel search
As a young company, you should have a long-term recruitment plan (6 months or 1 year) because it is difficult to stabilize the personnel structure in this sensitive time. In addition to using support packages from recruitment companies, you should also expand your talent search network from internal sources. In fact, the more talented the candidate, the more proactive and careful in the job search process, they tend to recruit through the recommendation of acquaintances rather than trusting the description on the job sites. use. Then, turn your staff into connections, they have many years of experience in the industry and have a wide enough network to find new talented and creative elements for the company. In addition, you can also recruit talents by your own acquaintance relationships such as former colleagues or friends who have worked on the same project.
4. Establish an effective recruitment process
In case you want to evaluate and select candidates yourself, make sure you have created an efficient recruitment process. The longer the process, the more challenges, the lower the percentage of candidates who pass the interview, however, they are the ones who persistently pursue the job and stick with the organization to the end. Should check the candidate's ability as a whole: technology skills, suitability with company culture, work experience and their level of confidence in the company's vision... before selecting them.
5. The first step in building a brand
Everyone wishes to become an employee of a reputable company, to advance to new heights, to be admired by many people. But it is a fact that for talented and brave individuals, a "rookie" brand with a lot of potential for development sometimes attracts and stimulates their desire to conquer more than other brands. top. Cover the company's brand image on social media, sponsored events, meetings... to create familiarity, when the brand gradually takes shape and is known to everyone, candidates will find you without the need to apply expensive advertising tactics.
6. Think about hiring employees from far away
This is also one of the options that you should think about when having trouble recruiting local talent. To save costs for your business, you should only choose neighboring localities and organize day-to-day staff transfers, otherwise your business will have to bear the costs of housing, monthly allowances... for your business. staff. In case you let your employees work remotely, you should have a control plan and set specific KPIs to avoid being surpassed by employees.
If remote recruitment is not the optimal solution for a start-up business, perhaps you should consider changing your work schedule: 3 working days at the company, 2 working days at home to attract talent to choose to join the company.
Replies to This Discussion