Hiring for start-ups
The biggest hiring challenges for start-ups and how to solve them
To say the last two years for businesses and the economy have been challenging would be an understatement. First, the pandemic, lockdowns and restrictions, business closures and now as the economy gets back on its feet, businesses are struggling to find the talent they need to take advantage of the upturn in the economy.
Every business is hunting for the same talent and competing for the same people. It doesn’t matter if you’re an established business; you face the same problems attracting talent. Additionally, companies are working harder than ever to hold onto their employees as they know that replacing them will be difficult, time-consuming and expensive.
For start-ups, the problems of finding the right talent are as tricky as for established companies, but when you factor in the myriad of other pressures start-up founders face, the recruitment of the talent they need to get off the ground is an added pressure.
Hiring challenges start-ups are facing
Reputation and visibility
When you’re starting out in business, you’ll almost certainly be unknown and have no reputation to leverage when you’re recruiting employees for your start-up.
Large corporations are safe options for candidates thinking about making a move from their current employer. In contrast, a start-up with no reputation and in the early stages of growth is a risky proposition.
Reputation and brand play a considerable part in candidate decision-making which is why, as a start-up recruiting can be an ongoing challenge.
Increased competition for talent
Though there is a lack of talent currently, that isn’t the only problem facing start-ups. There is a huge increase in companies recruiting and searching for the same talent, so you need to stand out from the crowd to attract the candidates you want, especially as they won’t have heard of you.
If you’re a tech start-up competing with the big players like Amazon, Google, Facebook, or any number of other famous well-known brands in the marketplace, you’ll also be facing the problem of compensation. Unfortunately, it’s unlikely you’ll have the funding to compete on salary and benefits, which will make it hard to attract top talent as you may be priced out of the race.
Balancing recruitment with growth
As a start-up, you’ll likely be juggling a thousand different balls already without having to worry about recruitment. Instead, you and your team are busy finding funding, growing your product or service and raising your company profile to drive brand awareness.
Recruitment adds a lot of additional tasks for your already overstretched team. For example, advertising the role you’d like to fill, screening the applications you receive, arranging interviews and maybe even supervising skills-based assessments to ensure these candidates will be able to perform the role you’re recruiting for.
This all takes time and resources, both of which are in short supply for start-ups looking to grow and make their mark.
Limited experience in hiring and onboarding candidates
As a start-up founder with a great product or idea, you’re sure you’ll be able to storm the market and make a name for your company. First, though, you need to recruit a team to help you. If you have no experience in recruiting teams, how will you know what to look for or know if the people you’re considering will be the best fit for your company?
You don’t want your lack of experience to come across to the candidates you’re meeting with, as this may mean you hire the wrong person and suffer from high attrition rates, or worse, cause damage to your employer brand reputation and make future recruitment that little bit harder.
How to overcome these challenges
Your first job is to think about your company reputation and visibility when it comes to the people you are trying to attract. What unique benefits are you offering to potential candidates that sets you apart from your competitors for talent? As a start-up, what is it about your mission, values and culture that will excite potential candidates, especially those who want a challenge and be involved with an exciting company?
If you haven’t yet defined your EVP – what candidates can expect from you as their employer, you should as this will help identify what makes your organisation a unique and stimulating place to work. Communicating this to candidates you meet will demonstrate how you treat your employees and what you expect from them in return.
Additionally, as a small start-up, you have the chance to create an emotional connection with candidates by describing what you and your business stand for, why you started your business and what it means to you. This will engage like-minded candidates who resonate with your ideas and aspirations. The emotion you create will let candidates see why they should want to work with you, and this connection will result in better quality hires and increase employee retention.
Why is Recruitment on Demand the answer?
If you lack recruitment experience and struggle to focus on recruitment and growth, Recruitment on Demand may be the perfect solution.
Recruitment on Demand is, put simply, rent a recruiter with the benefits of an agile RPO. This is a specialised solution that is flexible, agile and fast and gets you the industry-specific talent you need, when you need it.
This solution is ideal for start-ups as it is a switch on/switch off service that will make outsourcing your recruitment both risk-free and affordable.
Recruitment Process Outsourcing (RPO) takes the time to get to know your start-up, what makes it great, and your requirements. What role you need to recruit, and the type of candidate you need to fill that role.
When you form a recruitment partnership, you’ll reduce the pressure on your leadership team, letting you focus on growing your business. In the meantime, you can recruit at scale, confident they’ll have the best interest of your business at heart.
Uniquely with a Recruitment on Demand solution, you choose the level of recruitment expertise you require, which means you get the experience your business needs.
Would you like to know more about the benefits of a fast, agile recruitment solution?
Call us on 01252 624 699 or visit recruitmentondemand.co.uk/ To find out how Recruitment on Demand can revolutionise your recruitment experience.