2. some people desire the status of being in a pioneer team

Despite the uncertainties, there are still some people who are open to joining a startup. Southeast Asia is home to 52 unicorns. Unicorns in China account for 40% of the global market.

These successes have boosted job seekers’ confidence in startups. Furthermore, startups offer talent an unconventional path with accelerated career growth opportunities, as they are able to fast-track their careers without the frustrations of red tape that would typically restrict their ambition to try something different.

Some are also attracted to the idea of being a “founding member” of a successful startup, a recognition that many people desire, as it boosts their credibility and paves a long-term career path of being a highly-attractive leader.

There is also a group of talent who are intrigued by the opportunity to work directly with pioneer employees, especially if they have a positive track record of setting up for other successful startups too. This creates a learning and growth opportunity beyond developing technical competencies, as employees can also get to network with them and exchange creative and original ideas.

3. it’s your idea and people that help seal the deal

Before meeting with investors, you’ll typically prepare a presentation and practise your pitch with your colleagues and peers. Why not do the same when attracting new talent?

Talent is curious about startups because they want to connect with a vision. They want to know how their skills and experience can realise that purpose so that they can feel satisfied with their jobs.

Instead of boring them with details of their job responsibilities and employee benefits (which are still necessary during a job interview), talk about how their work contributions can help to realise the company’s business goals. Help them envision how it will look like to take on a role that brings the company to the next level and how they can truly contribute to your team.

For instance, startups like Impossible Foods and Duolingo were created to solve complex problems, from climate change issues to learning a new language and connecting different cultures. Closer to home, Grab has helped small businesses expand their customer reach while Klook offered people travelling to Asia affordable tickets to new experiences.

Besides selling them the company’s vision, you should arrange for your colleagues to meet the job applicant on a casual basis as part of the interview process.

These meetings help both job seekers and existing employees evaluate whether they can work and build meaningful and trusted connections with one another. Get your team to weigh in on the hiring decision as well, because they’re the ones who will know exactly what skills are needed for the role, and what type of personalities and attitudes are most suitable for the organisation.

network and hire the right talent

Since job seekers don’t exactly know who you are or what your company does, it’s important for you (and your other founding members) to network regularly and start building your employer brand.

Allocate budgets for your employees to attend as many conferences and seminars as they possibly can to expand their network and spread the word about your company. You can also participate in career fairs to promote and expose your company to qualified candidates and future employees. Hire eloquent and confident business development managers with a wide network who can get you discounted tickets to the hottest networking events happening in your city.

You can set up an employee referral programme to incentivise your employees to recommend people they know who would be a good fit for the role. Since their reputation is at stake, they are more likely to recommend only people they have enjoyed working with for the role.

Lastly, establish an online presence by using social media platforms to your advantage. Create a business profile for people to find you easily, and get your employees to actively share the company’s latest news, announcements and events, letting the algorithm do the rest. Hiring a community manager to manage your social media presence and networks will be key to your company’s success as well.

bring your entrepreneurial passion into your startup hiring process

We understand as a startup, you may not have a talent acquisition manager to help you with your payrolling and recruitment processes. This is where Randstad can help.

Our specialised recruiters are experts in recruitment strategies and can help match you with specialised talent for your business. We also have an independent contracting and payrolling team who can help you gain more flexibility in your workforce management as you get your cash flows in order.

Connect with us for your recruitment needs or simply for the latest talent insights so that you can narrow your talent search for faster and better results. Alternatively, if you are a job seeker looking for better career opportunities, visit our latest job listings, apply for a job and explore your possibilities.

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