…put in months of blood, sweat and tears, and finally gotten your new product or service off the ground. The next step for start-up success is bolstering your team with your first hire. We’ve worked with a range of start-ups over the years, so wanted to share our advice on hiring into this unique kind of company.
Go easy on the hire must-have’s
The less of you there are, the more gaps there’ll be in your skills/knowledge, and the greater the temptation to advertise for a ‘Full-stack Unicorn’. If your job advert ends up looking like the following list, there’s a good chance you’ll put some fantastic candidates off applying because they don’t tick every single one of the ‘new hire requirements’ boxes:
Our advice? Identify the area where you need the most support, and advertise for this alongside a few ‘nice-to-have’s. Not only will you receive more applications, you may be surprised by how far a little bit of experience can go with the right leadership and development tools.
Get the team involved
While your company’s still in its infancy, chances are your team – and your workspace – are only small. It is, therefore, essential that the majority of your team agree they’ll be a good fit. Before offering a candidate the job, you should be absolutely certain that they’ll be a match from a personality perspective. Even getting members of your team to have a quick chat with them while they’re waiting in reception is a good way of gauging culture fit and making sure everyone feels involved.
Practice your interviewing skills
Unless you were a hiring manager in a previous life, or come from a human resources background, you may never have conducted an interview before. There is lots of information online about this but we’ll run through a few key points here. Above all, we’d suggest practicing with members of your existing team before carrying out the interview in real life. And don’t worry – it does get easier with the more hires you make.
Sort the legalities
Hiring a creative contractor for the first time is quite different (and much quicker) than hiring a full-time employee. But, if you are looking to expand your team permanently there are a few hoops to jump through first. For everything you need to bear in mind from a legal standpoint, check out gov.uk for laws and regulations applicable to you. Or, if you’re simply looking for salary advice, give us a call or search our job board for similar roles.