First companies-hiring people [no experience]

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  • #506737
    Avatar of Michael BezosMichael Bezos

    Hi guys i have great ideas of start ups but zero experience at hiring people which would be even more than welcome to have it especially thinking of establishing delivery point, sawing machinist point or other hiring people point. I do not have experience in hiring people but i think it is great boosting one persons self esteem, productivity etc.

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    • #506740
      Avatar of Matthew KingMatthew King
      • Total Post: 171
      Points: 2,215
      Business Consultant 1


      The best advice I ever got about hiring people for any job is to ask professionals in that industry or job position what they would look for when hiring someone to do their job. Reach out to any friends you have that are in the business arena as well. Coming to this forum is a great idea.

      What I would do first is pull up an organizational chart (there is a good one in the E-myth book). I would then fill out all the jobs you need people to do, their roles and responsibilities, accountabilities and the level of expertise you might need.


    • #506741
      Avatar of Michael BezosMichael Bezos
      • Total Post: 2
      Points: 26
      Newbie 2

      Time consuming process but even more than welcome to proceed to boost the potential, productivity, earning, life experience , life quality etc.

    • #507042
      Avatar of SharonSharon
      • Total Post: 1
      Points: 17
      Newbie 3

      Startups face a unique slate of challenges during recruiting and retaining talent. After speaking to many founders, these are the two best hiring tips that tackle their top challenges in recruiting and retaining talent in the most efficient way.

      Challenge in recruiting talent: Time-strapped founders who have limited time to spend on hiring

      Startup founders are often covering different areas of the business: product, tech, administration, finance, marketing etc. The amount of time they can put into hiring is limited, and this may result in them making slipshod hiring decisions.

      Solution: Increase the quality of applicants and decrease the number of resumes you have to look through by being specific about precisely the kind of characteristics and skills you want in your job description. This will help to filter out candidates who apply to generic job postings, and reduce the time you have to spend on interviewing and assessing them- all while making sure you get the right fit for your team.

      Challenge in retaining talent: Limited financial resources to provide a competitive package of employee benefits

      Startups are competing with large companies and other late-stage startups for talent. But given their financial constraints, most early to mid-stage startups are unable to provide the same attractive employee benefits package (transport, healthcare, insurance, holidays etc.) This can result in employees leaving the startup after some time to pursue a job at a different company.

      Solution: Identify advantages unique to your startup and make sure that you are intentional in broadcasting them to your potential employees. Make up for what you cannot offer in material benefits with the intangible benefits: growth, mentorship and personal development. These often attract sincere and genuinely passionate candidates. Such advantages could be fast career growth and progression, direct mentorship under the founders, and the opportunity to dabble in different aspects of the business depending on their interests, despite not having prior experience.

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