7 Hiring Mistakes Startups Can Easily Avoid
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The document outlines seven common hiring mistakes that startups should avoid, including over-reliance on personal networks, neglecting to set clear expectations, and failing to provide a positive candidate experience. It emphasizes the importance of properly defining roles and cultural fit, as well as using appropriate tools for tracking candidates instead of basic spreadsheets. The advice aims to help startups improve their hiring processes to find better qualified candidates and foster a suitable work culture.
7 Hiring Mistakes Startups Can Easily Avoid
- 1. 7 Hiring Mistakes Startups Can Easily Avoid
- 2. 1. Don’t rely on your network to find talent. It’s tempting to rely on referrals, or to hire your sister’s husband’s cousin’s nephew because they’ve been vouched for. However, this is a recipe for an unqualified candidate that may cause harm to your business down the road.
- 3. 2. Don’t neglect to set the right expectations for timelines. Many startups are overwhelmed when they start the hiring process, which can cause delays in communication. Take the time to set out hiring guidelines before you even start hiring. How many rounds are you going to need? How long will each of those interviews take? Etc.
- 4. 3. Don’t rely on a Google Sheets to track candidates. Google Docs and Sheets are free and easy to use, but they’re not an ideal fit when it comes to tracking candidates for your job opportunity. In the long run, what costs more? A couple hours identifying the perfect ATS? Or wasting days trying to sort out your Google sheet so it shows everyone’s feedback properly?
- 5. 4. Don’t forget to give a great candidate experience. Candidates who don’t get the job can give you a bad rap that spreads through word-of-mouth. Instead of forgetting about the candidate experience, turn it into an asset. Provide feedback at every step where possible, and ensure you’re actively listening to your candidates.
- 6. 5. Don’t confuse culture fit with charisma. Many candidates are overflowing with charisma, making them seem like a perfect fit for your team. Then you hire them, and you realize they’re not qualified. Take the time to define what “culture fit” means to you and your team.
- 7. 6. Don’t be unclear on what you really want. If you want your company to thrive, it’s more important to understand what your long term vision is. That means that if you truly want someone who’s a full-stack developer, you won’t accidentally hire a cloud expert just because today you’ve got a load- balancing problem.
- 8. 7. Don’t hire for a single skill. Bigger, more established companies have the luxury of hiring a candidate to do one highly specific thing at their company. For startups, it’s far more important to hire someone who has potential to take on other roles as they come up.
- 9. Thank you! Brought to you by Goodmind.io Goodmind is an Applicant Tracking System (ATS) which helps you get your hiring process in order.