A startup needs members of all levels of staff who are interested in the company mission and committed to growth. Since every business is going to be different, the recruitment processes should be adjusted to match specific expectations as well. A younger venture is often looking to get big fast, though, and management may be too lenient when searching for new hires as a result.
That's a mistake, says Chase Garbarino of Streetwise Media, and will lead to unproductive behavior later on that hurts the company. He advises startups to err on the side of being too harsh and restrictive when recruiting, arguing that, although this will lead to fewer candidates, the ones a company does find are likely to be a better fit.
Garbarino also writes that startups are simply wasting time when they don't filter out the ill-fitting candidates, something they can't afford to do.
"By leading with a stringent process and setting incredibly high expectations for candidates, you will ensure that most people that make it further in the process are joining your company for the right reason," he says. In terms of who the ideal candidates will be, Garbarino recommends "people whose top priority is to be working on the mission you have set out on or with the initial team you have created."
This emphasis on putting in the extra work to find the best people applies to executive level performers too, not just the other lower-level members of a startup's staff. Creating a recruitment process that's tailor-made for the person you need the most with a recruitment consultant establishes the company's values firmly in the incoming candidate's mind. A solid hiring plan makes it more likely the right professional will be hired for the job and won't have to be replaced later on.
Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people – for all company functions, across many industries and globally.
