Start-Ups: How to Employ a Staff that will Push Hard for the Company

With the job market as competitive as it is, finding employees is pretty easy; as a hiring manager, you probably trip over prospective employees each day. The hard part is finding staff members who really want to work for your start-up specifically, and who want to make sure your company is successful. Discovering an employee who isn’t all about instant gratification and wants to instead help grow the company may take time.

With the right tools and techniques, you can staff your start-up with people who share your views, goals, and dreams. Here are a few helpful tips for doing just that.

Use Unexpected Keywords

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When people look for jobs, they search for and use the same keywords. If you look at résumés all day, you probably see words such as “responsible,” “team work,” “motivated,” and “goal-oriented” more times than you care to count. Those are great action words in theory. However, you want employees who exhibit those qualities in such a way that they don’t have to write them down, because they know they can prove them through actions instead.

As you write descriptions for the jobs you’re trying to fill, use unexpected keywords. This is a smart tactic anyway, and a good starting point, but you need to take it a step further. Use rich, pointed phrases and keywords in your description, making sure they’re relevant and unmistakable. This will weed out those people who are looking for any position and will instead bring you a series of talented staff members who are not just impressed by your details but eager to impress you in return.

Work Out Detailed Requirements

In addition to using detailed phrases, you need to spend a lot of time thinking about the requirements an employee must fulfill to work at your start-up. Leave no margin for error and no room for mistakes. The more detailed you are, the easier it is to pinpoint worthwhile prospects and to separate them from would-be hires who are just wasting your time.

Moreover, if you have very detailed and regimented expectations, those people who want any job at any company are more likely to pass over your posting. That might seem like a bad thing, but it saves you from wasting your time interviewing someone who isn’t actually passionate about your business. You’ll find that, in general, only serious candidates apply, because they know they can meet your requirements.

Take Your Search to the Job Boards

Because technology plays such an enormous part in finding and filling jobs now, you need to broaden your horizons. Posting your open positions on major job boards has two major benefits, one being that it allows you a wider reach. You’ll reach more potential employees by making your posting so public, and doing it through such reputable, reliable sources.

Secondly, you can then search for employees yourself. Look for their keywords, check out their résumés, and put together a short list of candidates you think would fit into your niche. You can quickly scan not just their résumés but also their listed job skills, experiences, talents, and employment histories.

Utilize Social Media Profiles

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Social media is another tech-savvy option at your disposal. You should have social networking profiles anyway, to better reach your customer base. Now you also have the option of mentioning job openings and opportunities. Eager employees keep an eye on such things, so if you include information about how and where to apply, along with what you expect and the goals you have, you’ll have resumes piling up in no time.

Put Together a Compatibility Test

If you’re worried about finding staff members who fit into the company, invest a little extra time and put together a compatibility test. Make it optional or turn it into a requirement for anyone who applies. This can let you know who’s serious and who’s simply looking to land a job and make money, regardless of what it is. You can then separate the employees with real potential from the prospective hires who will ultimately waste your time.

A successful start-up depends on its staff, so naturally you want to hire an eager, goal-driven group. What do you think makes a good employee?