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If I were a startup CEO needing to make a bunch of hires in H2 here is what I'd do ...... 👉 Invest in Hiring manager interview training 👉 Optimise your tech stack to ensure you don't miss a beat 👉 Optimise your interview process for identifying quality at speed 👉 Build a benefits stack that represents what your talent pool wants 👉 Develop a unique value proposition about why the F should anyone car 👉 Get every Hiring Manager and Senior Team member posting/building in the open 👉 Make the interview experience with your business like a customer buying cycle At this all you're looking for is more candidates in at the top here are some sources 💡 Events - Free 💡 Referal Schemes - £2k+ 💡 Job boards - £99 - £500 💡 Direct Search - Free 💡 Social media advertising - Free - £1000 Did I miss anything? Let me know in the comments 👇
You missed nothing.. my 2 cents Tech Perspective comment only .. mainly for SAAS, Pre Seed, Series A startups.. Onboard Subscription-Based Tech Rec Model Agencies (HR as a Service/Tec Rec as a Service). Not the Stone Age model of a 20% placement fee. Train the TA Mgr/Tech Recruiter 3 months of basic coding in PHP Backend...Ang/Vue Front End so they can assess coding challenges (Udemy/Coursera). Have them mentored a bit from the Dev team Knowledge transfer from CTO to TA Mgr for high-touch assessments so they can understand exactly what the CTO is looking out for...
This is a key mindset shift “Make the interview experience with your business like a customer buying cycle”
Startups change faster, I’d add: 1st have you Revised your hiring plan based on where the business is against end of year targets 🎯 Prioritise roles & Balance short term needs with long term plan. Consider, Does your team need some freelance or fractional help get some projects finished first or develop next years strategy whilst they’re delivering.
CEO - Trust your team to make the right decisions (interviewing) dont get involved and slow hiring down. - Ensure the onboarding is slick, otherwise you be continually hiring. - Ensure the team knows what they are hiring for, and pin out what good looks like. - Don't settle for speed over quality.
👉 Invest in Hiring manager interview training - cannot support this more 👏👏👏👏👏👏👏👏👏
Hiring manager interview training and having a clear employee value proposition are so key, your team are meeting potential hires and building your brand so should be well equipped to sell the roles and enthused about the company.
I imagine you just booting open the door to the WeWork conference space, slapping the skim double cappuccino out the founders hand and teltin' him straight.
Investing in hiring manager training can truly transform the recruitment process.
Great list for making hires. Consider adding employee testimonials to highlight your company culture and maybe explore niche job boards for targeted candidates.
Lead Talent Acquistion Specialist at GlobalLogic UK&I
1moI would also add: Strategic Planning is vitally important Assess Needs: Identify the specific roles and skills needed to support your growth. Set Budget: Determine the financial resources available for salaries, benefits, and hiring expenses. Define Timeline: Outline a timeline for the hiring process, including start dates and key milestones. Interview Process: Develop a structured interview process with standardized questions and evaluation criteria. Culture Promotion: Promote company culture and values to attract candidates who align with your vision.