Top five staff characteristics needed in your start-up

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Tfeature-recruitmenthe workforce of a company is one of its greatest investments. Top-notch companies are well aware that continuously making investments in training their employees is crucial.

 

Still, having an excellent team right from the beginning helps save from considerable costs and brings forth the greatest impact.

 

It’s not easy to find the right staff. It’s arguably a tricky and challenging process, particularly for start-up companies with a tight hiring budget.

 

Nonetheless, there are huge benefits that come with proper investment in both time and resources.

 

Your start-up can have a higher growth potential and become more profitable in the long haul.

 

Acquiring top talent early on will add more energy, capability, innovation, and passion that will make your team highly competitive in today’s ever-changing marketplace.

 

A recent phenomenon that proves the immense importance of talent is known as “acqui-hire,” which involves large and mid-size companies seizing start-ups primarily to get top talent.

 

If you’re in the process of hiring employees, here are the chief characteristics that you should consider so you can find the right people to add to your team:

 

 

1. Creative and willing to take risks

 

New, innovative ideas are what make a start-up successful. Start-ups are created because entrepreneurs have fresh concepts to share.

 

What your company needs are employees who are risk-takers and have the ability to think outside the box.

 

Creativity spurs the success of start-ups so you have to recruit individuals who are open to modern paradigms of thinking.

 

To promote a creative work setting, you could highlight your company’s creative solutions on your career website.

 

You could also make a catchy recruitment video. It’s important to let candidates know that your company is a motivating workplace where innovation and ingenious ideas are rewarded well.

 

Many candidates these days utilize creative application methods such as social media campaigns to showcase their skills, hence improving their candidacy.

 

It’s best to embrace these new application ways to amass top talent. Make sure to look through each application thoroughly to assess how the candidates are representing themselves.

 

 

2. Flexible and versatile

 

Start-ups have a very dynamic environment. Markets constantly change and products evolve; thus, it’s essential to make job descriptions fluid enough to adjust to such changes.

 

You have to find people who are highly adaptable and willing to undertake new challenges and not employees with “beyond my job description” syndrome.

 

Make sure that your job description is carefully laid out before announcing the open position to online platforms.

 

The description should emphasize the need for flexibility in handling various job functions. Come up with a list of targeted questions to help you sort out through candidates.

 

Rigid applicants will most likely avoid applying for the position once they know that they will have to adjust beyond the stated responsibilities.

 

When it’s time for interviews, ask about the short-term and long-term plans of the applicants, and find out about their career expectations throughout this period.

 

A person with a highly structured outlook of their career within five years may experience difficulties in dealing with the daily adjustments required in start-up living.

 

Go for someone who has high potential but exudes enthusiasm and versatility to take on different roles.

 

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Since 2010 StartupSmart has been Australia’s no.1 publication for the startup community and those interested in the startup movement globally. Publishing news, information and advice daily, and placing itself squarely at the centre of the government’s national innovation agenda, StartupSmart is a leading participant in the momentum that surrounds the world’s focus on technology, creativity and entrepreneurialism.
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