STARTUP RECRUITING
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STARTUP RECRUITING
How can we make our recruiting
excellent?
Make a strategyMake a strategy
Who are you? > What is your philosophy? > Where do you see yourself in 5 years? > What is your employer value proposition?
Why are you hiring? > Because of company growth? > Did a former employee quit his job?
Be aware of your own identity!
Identify WHO you need
What are the necessary skills new employees need?
> Make a clear job specification
> Specify Hard Skills and Soft Skills
> Prepare some example characteristics
Identify WHO you need
Define WHAT you can offer
new employees
> What are future duties and competences?
> What kind of compensation can you offer (besides money)?
Define WHAT you can offer
new employees
WHERE do you find new employees?
Online Channels
> Job boards
> Social media recruiting (LinkedIn, etc.)
> via your own website
Offline Channels
> Active Sourcing (at universities, alumni events, etc.)
> Word-of-mouth
Do some research WHERE do you find qualified applicants?
HOW do you choose the
best candidate?
> Identifies each candidates assets and drawbacks
> Match the candidates qualities with the job requirements
> Can be easily integrated into the application process
HOW do you choose the
best candidate?
Online assessment center
> Shows the candidates their future workspace/duties/colleagues
> Makes the candidates hard and soft skills obvious
> Helps to identify sympathy between the candidate and his future
colleagues
HOW do you choose the
best candidate?
One-day work trial
Track your recruiting
Key performance indicators: > Time-to-hire
> Cost-per-hire
> Number of applicants per free
position
> Number of applicants per channel
> Number of successful hired
candidates
> Time-to-rejected
Track your recruiting
Summarize and
optimize
Summarize and
optimize
Watch your hiring efforts over several periods of time
> Track your key performance
indicators
> Ask hired as well as rejected
candidates for feedback
> Make your HR department
as important as any other
QUICK TIPPS> Don’t be afraid to use the
„Trial and Error“-concept
> Tell your employees who you are looking for and why
> Try something new
> Content is king and consistency is key
> Do not underestimate the second impression
Hire for attitude train for skills
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