Top 3 Hiring Challenges Tech Startups Face (and How to Fix Them)

More than any other category of entrepreneurs, the new tech businesses feel the weight of the “Startup” label. They’re at the starting line of a 100-mile sprint, casting sidelong glances at fierce competition. Speed is everything: there’s a lot of pressure to beat the other guys to a solution.

You’re in a race where time is money. And yet, up to 40% of a typical employee’s time is spent doing non-strategic work- busy work that’s not generating income.?

?You’re spinning your wheels.

?Outsourcing is the obvious solution. By delegating tasks and projects to team members, you’re allowing others to fill in the gaps where you’re lacking experience or expertise. And you’re freeing leaders to do what only they can do: set direction and generate revenue.

?But the time crunch can trigger a frenzied approach to the hiring process.?

?In order to speed up, you’re going to have to slow down. Take the time to create a comprehensive strategy for your present and future hiring needs. It’s going to be worth it.

?As we’ve worked with tech startups, we recognize three common challenges they face.?

?1. They start hiring indiscriminately before they set a direction.

A lot of times, a startup CEO (whether they’re pre-seed or they’ve just received their funding) may not know how to prioritize what needs to happen first or identify the steps they need to take to get to where they want to go. In the thrill of the moment:

• ?They hire too many employees, too soon.
• ?They fill the wrong roles in the wrong order.
• ?They place the wrong person in the wrong position.

?This is solved by working with someone who’s been in the recruiting sector for a while. They can help you figure out:?

• ?Which roles are going to make an impact, at each stage of the company’s growth?
• ?What’s a clear and realistic job description, so that the applicant’s skill set is a solid match?
• ?Who’s your ideal job candidate? An ideal candidate will fit with the corporate culture.

?A solid recruiter can help you with the behind-the-scenes work.?

?2. They haven’t considered their online image.

Unfortunately, we only get one shot at making a good first impression. A savvy applicant is going to do their research. They’re going to find you online, and they’re going to decide if they like what they see. A sloppy online presence is going to be hard to overcome.?

?Many of their questions are going to be answered in your branding strategy. Before the hiring process, make sure that your branding is good to go, and that your social media (like LinkedIn) and website are up to date.

?The candidate wants to know: What makes you so special?

• ?What do you do? (And why would I want to work for you?)
• ?Where are you going? (Do I want to go with you?)
• ?Would I fit in? (Am I comfortable being identified with your company?)

?Branding is your identity. Branding is what sets you apart from all those other companies.

?Branding is the way your company tells the world who you are:?

• ?Mission: What is your purpose? What problem are you solving?
• ?Vision: How will the world be different, if all your wildest dreams came true?
• ?Values: What drives your decision making?

?You want your stuff to resonate with the right candidate.?

And allow the wrong client to self-select out.

?3. They don’t have a comprehensive hiring strategy.

Hiring is so much more than filling a slot in your organizational chart.

?Without a strategy, many leaders run around like chickens with their heads cut off. Ultimately this leads to poor hires.

?A good strategy coordinates the whole journey:

• Before - How do you find the ideal candidates? What are you doing to attract the top talent?
• During - A lot of time-consuming logistics and paperwork are involved in hiring. What’s your process? Who will make the first call to the candidate??Who will run the interview? What questions will you ask? How will you avoid unconscious bias? How will you determine that they’re a good fit. Do you have a plan if your process isn’t turning up the right candidate?
• After - How will you make the offer? Who will negotiate the contract? What is your onboarding process? What does their welcome/training look like? Who matches them to a mentor?

?A recruiting agency that specializes in working with startups is going to be a wise move. They can help you create a plan that fits the needs of your company. Their expertise is going to streamline the process and free up your time to keep moving forward.?

The right people are essential to your future success. Hiring is a critical step in the journey. The right people make the journey fun!