Hiring mistakes can make or break a startup. Cutting corners in the hiring process can create devastating results at a crucial stage for a company.
Hiring right isn’t limited to hiring for the right skill-set—it includes hiring right for your company’s culture, teams, and overall long-term vision. Hire with the big picture in mind. Avoiding the following common hiring mistakes will help your startup continue to grow and move forward.
1) Hire before knowing your needs
Hire with a plan and hire people whose talents will contribute to your overall vision. Hiring talent for the sake of talent, without a real home for them within the company’s structure, can leave that person lost between departments and tasks.
Break down areas in need of development, and define roles and tasks for each area. This will help you create detailed job descriptions for each role or position with clarity. You’ll attract applicants with the right skill set that will contribute to the big picture and be great assets to your growing teams.
2) Hire without having your brand in mind
Approach recruiting with the awareness that this is an opportunity for you to showcase your brand and culture to the world. Have a career page on your website to which interested applicants can be directed. Style your advertisements attractively with impactful but brief information about your company, and include instructions on how to apply.
Attracting top talent is a competitive business, and goes beyond a simple job posting. Ensure that all your company’s online profiles are on-brand, from the website to social media channels.
3) See employees as a cost instead of an investment
Budget is a concern for many companies, especially startups who don’t have the financial cushion to absorb hiring mistakes. Don’t forget, you get what you pay for—investing in your employees is a direct investment in your company. By hiring the best talent that you can afford, your return on investment will come in the form of company success through the experience and skills that are brought to the table. Have a salary in mind for the candidate during the interview process, and be ready to be flexible.
4) Make impulse decisions
Don’t hire someone simply because you know them, or they are a friend of a friend. Hire talent that will contribute to your company and your teams. While there’s nothing wrong with word-of-mouth referrals, you still want to engage in the interview process one hundred percent. You need to ensure each person is right for the role and right for your company culture, and snap decisions are not part of a thoughtful and deliberate process.
Every company needs the perfect candidate yesterday. Rushing into a hire is a common mistake many startups make. Hiring the wrong person not only costs you financially, but it also can delay company goals and push out critical deadlines, costing you valuable time. Interview with at least one other member of your team, and take time to interview more than one candidate.
Whether you’re hiring a Java Developer or a CEO, avoiding these common mistakes will help you stay on course to realize your vision and achieve your goals. Setbacks are costly and avoiding them in a startup’s early stages is crucial in defining its path to success or failure.