You don’t need a huge budget, expensive consultants or weeks of work to improve your recruitment process. Most improvements cost no money and can be implemented immediately. See some of our super practical recruitment tips for startups and start recruiting top talent right now.
Don't want to go over the presentation? Here is the list of the tips:
Candidates want to know what to expect during the recruitment process: each step, who they will talk to, what will be discussed and how long it will take. We have a cool Google Slides presentation that we share with candidates right after they apply. Check it out here.
Invite potential candidates to your office and share useful content with them. You will demonstrate your competency, gain visibility and get a chance to network. Last year, we organized 45 events and welcomed 3,700 people to our office.
People want to check out your offices, see where their desk might be and meet their future colleagues. We always do an office tour. If your interview is over Skype, don’t sit in a boring meeting room. Use a mobile phone, selfie stick and wireless hands-free set. Walk around the office during the interview. It looks very real and natural.
LUNCH WITH NEWCOMERS
During their first 4 weeks, the newcomer will go to several lunches with randomly selected people from different departments. It is a great way to help them create their own internal network.
PREPARE SOMETHING SPECIAL
Show your new recruits you are excited to have them join the team. We print a personal badge for every newcomer on our 3D printer. We record the printing on a mobile phone and send it to them a few days before their start date to show them how much we care!
GET THEM TOGETHER
All newcomers join a dedicated Slack group prior to their arrival. They can exchange information and liaise with the HR team. Candidates love to feel like they are part of the company before actually joining it.
OVERCOME THE DISTANCE
If you have remote workers, give them a little tender loving care. Share company insights, check in with them on a regular basis and make them feel like they are part of the gang. The best things are often free.
Make it a great experience from Day 1. When a newcomer arrives in town, someone from the recruitment team goes to pick him or her up at the airport. Think about how to “wow” the new hire. For example, a cold beer on a hot summer day is very much appreciated.
LOVE WHAT YOU DO
Make sure that the people on your hiring team really love their job and are genuinely passionate about making candidates happy. On average, one amazed newcomer will generate 3 new candidates.
We ask all candidates to program an app as a test project. It requires 20 hours of coding. To motivate them, they receive in-depth technical feedback on their coding skills from one of our senior software engineers.
HAVE KILLER PROFILES
Make yourself visible to potential candidates . Fine tune your company profile on LinkedIn, StackOverflow, Behance, AngelList and Glassdoor. We encourage our employees to write Glassdoor reviews, and we are happy to have one of the highest scores.
INVEST A LOT OF TIME
Hiring 1 engineer requires around 50 hours of recruitment work, including marketing, networking and interviewing. There is no shortcut. Book this time in your agenda or have someone help you.