Startup Growth: 6 Tips to Hiring Your First Employee

Hiring your startup’s first employee is a big step. Apart from the added responsibility, it is a strong indicator that your business finally has attained real merit; someone actually turned down offers to help make your idea work. A new person in your company is dedicating all his time and energy into making sure your startup moves faster, for example promoting the best cheap 1000 ft Cat5e cable.

Picking the wrong person will cost money and time to rectify – things few startups can afford. In some cases, hiring the wrong person can jeopardize chances of a startup succeeding. Follow these simple tips and you get rid of chance during the hiring process.

If Possible, Hire Early

Hire the first employee you need as soon as your budget will allow it, even though it may be tough at first. The extra input in terms of legwork, creativity and brainpower is worth hiring early. Things that previously took weeks to complete will now be done in a few day, and entire work streams will disappear faster from your to-do list.

In most cases, founders not willing to hire even while they are clearly overworked, end up regretting once they notice how much they were not able to do. Sacrificing some of your pay to make room for the employee, although extreme, may be worth it.

Hire Different Skill Sets

For many startups, the major temptation is to hire individuals with the same background education, interests and experience as the current staff. Of course, this is a safer choice, but it can easily lead to a single dimensional work area where all staff members approach problems the same way. Bringing in employees with different skill sets and experience to your business will help you create a dynamic working culture. Evaluations help determine candidates aptitudes. Using a numerical ability test for recruitment also hones in on potential skill fits.

Invite Hires to be Part of Your Team

While hiring someone, you have the choice of considering him or her as an employee that you need to issue directives, constantly monitor their work and compensate for their time. The other option is to consider the new hire as a team member that has decided to dedicate his time into making your vision a success, including learning the ups and downs of your venture alongside you. The latter is part of the main reasons why people prefer to work at start-ups. They won’t mind being a first employee.

Use All Your Resources

Instructing recruiters and placing job ads are just a few things you can do to attract the right applicants. However, there are other sources that can bring you better-quality hires for example, recommendation from your network or chance meetings at industry meetups. Remember that even junior staff at your startup might know of someone who is perfect for a role – why not find out from them.

Hire for Track Record and Potential

A key trait of hiring the best on the job market is the ability to see the potential, not just past successes. Zone in on a person who demonstrates a passion or interests in missions or causes that are similarly aligned to your, and evidence that the individual is really good at what he or she say can do. Unlocking an individual’s potential means marrying someone’s passions and skills, so if a person has not found a way to unleash their potential, if the position you are offering can do it for them, you will see results.

Take Your Time

When your startup finally takes off, it is easy to be caught up in the excitement. Such enthusiasm can spill over to your hiring process. However, the problem of doing mass hiring while you have a deadline over your shoulder is that it can lead to snap decisions – never rush the hiring process and look for a way of filling the gap until you have the perfect candidate.