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how to hire for your startup? challenges & best practice

How to hire for your startup? – Challenges & Best Practices

Table of Content:

  1. Intro
  2. Types of teams in a startup
  3. Challenges in hiring the tech team
    • Best practices to hire a tech team
  4. Challenges in hiring the marketing team
    • Best practices to hire a marketing team
  5. Challenges in hiring the sales team
    • Best practice to hire a sales team
  6. Challenges in hiring the blue-collar workforce
    • Best practice to hire the blue-collar workforce
  7. Conclusion

How to hire for your startup? Challenges & Best Practices

How to hire? Where to hire? Is s/he the right candidate? Am I overpaying them? or Am I underpaying them? What are the challenges, and what are the best practices? So, these questions are haunting you? Well, not anymore in this blog, we’ll learn about how to hire for your startup, the challenges, and the best practices to overcome challenges.

Let’s begin with some of the challenges and then move to the best practices you can incorporate to hire.

There are four types of teams in a startup. Let’s learn about each in detail.

  • Challenges in hiring the tech team
  • Challenges in hiring the marketing team
  • Challenges in hiring the sales team
  • Challenges in hiring the blue-collar workforce

Challenges in hiring the tech team for startups

  1. Shortage of candidates with relevant skills
  2. Not adequately qualified in software engineering.
  3. Lack of soft skills
  4. Losing candidates to top offers
  5. High salary demands

The best practices on How to hire a tech team.

  1. Hire top fresher graduates from Indian colleges. They’re intelligent and can quickly learn new skills when needed. Also, they have a problem-solving attitude.
  2. Be particular about the skill set you need when hiring. Give opportunity to people without a degree or certificate if they can solve your problem. Mentioning this in the job description will also increase the number of applicants you receive.
  3. Soft skill is another crucial skill required for a streamlined workflow in any organization. At times it gets difficult for the developer to explain and the employer to interpret. Avoid this scenario by hiring a person with good soft skills. But since the competition is tough, investing in upskilling your developer sounds can work wonders.
  4. Often candidates with more than one offer in hand will choose the company that has a reputation in the market and pays well. But you can still persuade them to join your startup provided you make them an offer they can’t refuse.
  5. Top talents demand a high salary because they know they’re better than the rest and can solve the problem in less time. So, considering their skill set, working for less will only make them feel miserable, and they’ll soon look for options elsewhere. The best way to tackle this is to pay a high salary, either in the form of money or benefits.

Challenges in hiring a marketing team for startups

  1. Lack of relevant experienced candidates
  2. Good at words but not in bringing results
  3. Good at the technical stuff but not at understanding markets
  4. Hiring the wrong person
  5. Hiring fewer people
  6. Not knowing your requirement

The best practices on How to hire a marketing team.

  1. Before hiring the marketing team, it’s best to understand the people involved in a marketing team. And who is responsible for what tasks. Having this understanding will help you save money and time.
  2. Often you’ll be interviewing candidates who lack relevant skills or experience to take up marketing tasks. The best way to tackle it is by posting your job requirement on online hiring platforms that have Google 1st page positions and have helped many companies hire better.
  3. When interviewing candidates, their resumes will be filled with all the marketing skills needed to be a manager, but the reality is different. So the best way to tackle this is to ask them to do and show it on the computer. Hiring people with relevant skills will always take you farther.
  4. Often small companies think a digital marketing executive is supposed to do all the marketing activities. Hire enough people to do all the marketing activities.
  5. To avoid wrong hiring, you’re supposed to know your requirement. Your requirement might be of a business analyst, but you could be thinking a digital marketer could solve your problem. 
  6. Another common mistake seen among small businesses is that they’re not aware of who does what in a digital marketing team. So, having a clear idea about every role and responsibility will help you build a better team.

Challenges in hiring the sales team for startups

  1. Unable to find culturally fit person
  2. Too many words but no sales
  3. Candidates not able to understand the product
  4. Shortage of skilled candidates
  5. Not enthusiastic enough candidates

The best practice on How to hire a sales team

  1. Finding a candidate that gels well with your culture is such a great thing to happen to any organization. But you don’t always find such candidates. To find such candidates, you can write an elaborative job description where your mention your company’s culture to attract the right ones. You can hire candidates with a flexible mind and mold them to your culture over time.
  2. Often many sales candidates are good at adapting to the company’s culture when not good at conversions. You need to figure out who is right while interviewing them. Check their previous sales records. Do they have diversity in their sales experience? Were they constantly making sales month-over-month? If yes, then hire the person or interview more.
  3. Since sales are the easiest job to get, many candidates choose it out of no options. And this often makes them less incompetent. They have a hard time understanding the product and cannot explain it to the user. You can avoid such candidates by asking them intertwined questions, and the one who best understands you and answers is the right candidate. You can hire one best guy and 2-3 mediocre guys and later ask the best guy to train the rest. Get creative with what you can do.
  4. Often finding candidates that can understand the product, convey the message to the user, convince them to buy, and negotiate the deal are extremely rare. For this reason, you need to interview as many candidates as possible to find the right fit. If you’re not finding such candidates after exploring a lot, then it’s time you train them. Great candidates will always have multiple options, and they will choose the company that is popular and pays well. 
  5. Candidates who do not perform are asked to resign. And sadly, there are many such candidates in the market. You do not want to work with them unless you have no other option. Try to avoid such candidates as much as you can. You can hire fresh college graduates who’re willing to work but avoid this lot. These candidates will only make your other hard-working candidates sluggish. Training a fresher is 100X better than working with an experienced salesperson who has not been performing.

Challenges in hiring the blue-collar workforce for startups

  1. Difficulty in finding them
  2. Shortage of soft skills in candidates
  3. Difficult to retain them
  4. Contractors & Middlemen

The best practice on How to hire the blue-collar workforce

  1. The biggest challenge while hiring a blue-collar workforce is finding them. Companies are still relying on the word of mouth method. It works but not always. You have to make use of the method that guarantees you result and every time. Online hiring platforms like Ezjobs can help you hire blue-collar candidates of all categories, and that too very fast. Visit them here.
  2. Often companies of all sizes find it difficult to hire a blue-collar workforce that is well equipped with soft skills. You will also have time to find and hire such candidates. This problem exists because nobody thought of training the blue-collar workforce yet, and nor blue-collar workers take the initiative on their own. The candidates who do have these skills are either hard to find or are already hired. You can take the initiative of training your blue-collar workforce. Consider it as an investment as these candidates hardly ever change jobs. Constantly raise their salary and respect them. They will never quit.
  3. The blue-collar workforce either switches too often or settles in one company. The reason why it’s hard to retain them is the employer is not giving them the raise which they deserve nor respecting them. But you have the option to avoid doing this and retain your blue-collar workforce.
  4. You would have encountered a third person when hiring a security guard or housekeeping staff. Its because this is how the market is largely operating. There are contractors and manpower groups that play a big role in the lives of these blue-collar workers. Due to these middle man, the candidate has to share a certain % of their salary with them for nearly 6 months. Now sharing a salary like this makes it hard for the candidate, and these middlemen will always charge you for solving your problem. Now, this becomes a problem when the candidate needs more money, they start looking for a job change, making it difficult to retain them furthermore. You can avoid this by hiring candidates from online hiring platforms. They do not charge candidates anything and even offer a free job posting to you.

Conclusion

These were some of the challenges you’ll face while hiring for your startup. Make use of these best practices to hire the right candidate for your startup. Often blue, grey, and white-collar candidates will look for respect and a good salary. Make them feel about your business, keep them hooked to the problem you’re solving, and constantly appreciate them. You’ll soon build a great team and see them working for you for eternity.

Source of information:

https://en.wikipedia.org/wiki/Blue-collar_worker

https://www.cnbctv18.com/india/the-importance-of-up-skilling-blue-collar-workers-in-the-new-normal-9721401.htm

https://www.shrm.org/hr-today/news/all-things-work/pages/the-blue-collar-drought.aspx

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