Start your recruiting NOW! These slides show you the best strategies for hiring as a startup. Make your recruiting excellent by using our experience and tips.

1. STARTUP RECRUITING

3. How can we
make our recruiting
excellent?

4. Make a strategyMake a strategy

6. Who are you?
> What is your philosophy?
> Where do you see yourself in 5 years?
> What is your employer value proposition?
Why are you hiring?
> Because of company growth?
> Did a former employee quit his job?
Be aware of your own identity!

7. Identify WHO you need

8. What are the necessary skills new employees need?
> Make a clear job specification
> Specify Hard Skills and Soft Skills
> Prepare some example characteristics
Identify WHO you need

9. Define WHAT
you can offer
new employees

10. > What are future duties
and competences?
> What kind of
compensation can you
offer (besides money)?
Define WHAT
you can offer
new employees

11. WHERE do you find new employees?

12. Online Channels
> Job boards
> Social media recruiting (LinkedIn, etc.)
> via your own website
Offline Channels
> Active Sourcing (at universities, alumni events, etc.)
> Word-of-mouth
Do some research
WHERE do you find qualified applicants?

13. HOW do you
choose the
best
candidate?

14. > Identifies each candidates assets and drawbacks
> Match the candidates qualities with the job requirements
> Can be easily integrated into the application process
HOW do you
choose the
best
candidate?
Online assessment center

15. > Shows the candidates their future workspace/duties/colleagues
> Makes the candidates hard and soft skills obvious
> Helps to identify sympathy between the candidate and his future
colleagues
HOW do you
choose the
best
candidate?
One-day work trial

16. Track your recruiting

17. Key performance indicators:
> Time-to-hire
> Cost-per-hire
> Number of applicants per free
position
> Number of applicants per channel
> Number of successful hired
candidates
> Time-to-rejected
Track your recruiting

18. Summarize
and
optimize

19. Summarize
and
optimize
Watch your hiring efforts over several periods of time
> Track your key performance
indicators
> Ask hired as well as rejected
candidates for feedback
> Make your HR department
as important as any other

20. QUICK TIPPS
> Don’t be afraid to use the
„Trial and Error“-concept
> Tell your employees who you
are looking for and why
> Try something new
> Content is king and
consistency is key
> Do not underestimate the
second impression

21. Hire for attitude
train for skills