David Waxman, Serial Entrepreneur and Startup Mentor at Amplify LA (http://www.amplify.la/), reviews best practices for startup hiring. When your business is young you want to choose the best people, follow these steps to select the right candidates.
- Start the hiring process long before an employee is needed
- Not having the time to recruit indicates that you need to recruit
As you know, hiring for a startup, your first employees are the most critical thing that you can do. A great hire can make your company and a really bad hire can take things completely off the rails.
So the most important thing to do is to give yourself plenty of time to do this process, which means starting way before you actually need the person. So if you think you might need an engineer in a month or in two months, or even in three months, start now, start meeting people, start going to networking events, start doing whatever you need to do to sell your vision to people who might become your employers later.
So when the time comes where you’re really in a crunch, those people are ready and eager to start working with you and that’s really the most important thing.
If you find yourself with not enough time to focus on recruiting, that’s exactly when you should focus on recruiting. I find it when people say, “I can’t possibly take a vacation, that’s when they absolutely should take a vacation.”
It’s the same thing with recruiting, if you find yourself with not enough time, that’s when you need to say, “Okay, I’ve got a bottle neck in my organization and I’m going to stop what I’m doing now and I’m going to focus on getting the right person in to help me.” Because these things don’t get easier, they get harder as you grow.
Really take the time to hire the right people, give yourself as much runway as you can for finding these people, getting them excited, and by the time you’re ready to bring them in, they’re ready to come and you can have a very quick transition.