Tag: How to Hire

Defining the Role

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Do you really need to hire? People often hire to fix problems, but hiring isn’t always a magic bullet. So before you recruit, it’s wise to give some thought to why a problem exists. The most important thing about hiring as a start-up is to set a high hiring bar. Hiring people who don’t work…

By Matt Buckland

Getting Ready to Recruit

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What makes your company a great place to work?  You might not have thought about this before. But it’s important you can articulate this, because it’s part of the story that you will tell to prospective candidates. Maybe your company is a great place to work because of its products or technology. Maybe it’s the…

By Matt Buckland

Sharing the Workload

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Each time you recruit somebody, designate somebody the hiring manager. The hiring manager ‘owns’ that role: she’s the point person for all things related to filling that role. A hiring manager’s responsibilities are: Drafting the job description Finding candidates Reviewing applications and CVs Meeting all the candidates Ensuring candidates have good feedback Organising on-boarding and…

By Matt Buckland

What a good Careers Page looks like

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Your company careers page should be an accurate and authentic reflection of your company. It should communicate who you are, what your mission is, what your challenges are, and who you’re looking to hire. It should also explain why someone should want to work at your company. A company career page should never be just…

By Matt Buckland

Finding People – Sourcing

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Sourcing is where you proactively ‘scout out’ people who might be suitable hires.  In a small team, the best way to begin is to set a hiring meeting to discuss the type of person you are trying to hire. Often, your team members will think of people right off the bat: they’ll recognise attributes in people they already know. Maintain a talent…

By Matt Buckland

Finding People – Referrals

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Often, the best people are not on the market. They won’t approach you – so you have to find them. The good news is that very often your team will already know who these people are. Communities centred around disciplines like development, growth hacking, and software sales are notoriously incestuous. A referral program can be…

By Matt Buckland

Finding People – Events

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Events are fertile ground for recruitment. There are plenty of events to attend in the startup world. When considering attending events put on by other companies, you should think about the following things: Audience– Is this a target group you want to recruit from? How many people will be there? (When you look at a large number of attendees, bank on 50%…

By Matt Buckland

Finding People – Job Adverts

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Many people feel the role of advertising in hiring is becoming redundant. In some organisations there’s even a bias against those who apply. But this myth of “the best people aren’t looking” has led to firms missing out on some great candidates who’ve actively tried to join their companies. At one place I worked, they jokingly referred to their stack of CVs…

By Matt Buckland

Finding People – Recruitment Agencies

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Using an agency can be a great timesaver, if you do decide to work with one here’s a few tips: Negotiate terms you’re comfortable with.For early stage startups, hiring fees are generally better than retainers since you’re only paying for results. Fees higher than 20% are too much for your stage of business. Most agencies will be…

By Matt Buckland

Hiring Interns

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Done right, hiring interns is a win-win situation. You get somebody who’s keen to dive in and help out, and will bring a fresh perspective to your team. In return, the intern gets solid experience of a real start-up as well as the possibility of a job further down the line. Common questions are: How…

By Matt Buckland