Startup Recruiting Challenges


With little time, a lot of work and a fair amount of pressure, it may feel like recruiting is a tough challenge for your startup. The hardest thing to grapple with is a lack of resources to ensure you can find, interview and appoint the right people to take your business to the next level.

This lack of resources manifests itself in a number of ways. In this post we dissect the issues that drain on your resources and look at how to overcome the challenges facing recruitment for startups.


Startups have no time

As a startup, you’ll already know that the most common constraint you have to face day-to-day is the little amount of time you have for routine tasks. Without adding extra responsibilities to the list, such as recruiting, you know too well the feeling of time running out.

The important thing here is to use what little time you have wisely – using everything from online tools to word of mouth to speed up the process – and think about the long term. Spending time defining and implementing your recruitment strategy will lead to extra revenue in the long run – and the people you find will help you to have more time in the long run so a little short term pain is well worth the fain.

You have limited expertise

Being a startup, you will more than likely have never needed to hire before and, because of this, your knowledge of the recruitment process may well be limited.

The good news is that there’s a lot of help out there. Read up with the resources freely available online – start with our blog – or turn to an expert for some paid help. You might be in the dark, but there are plenty of switches to press to shed some light on the situation.


No one knows who you are

One ‘resource’ that you’re unlikely to have is a reputation. It’s likely that you’re only just beginning to prove your worth and that you won’t yet be able to rely on people sending you CVs asking for a job.

A way to overcome this in recruitment is to improve your online presence. Interact with people in your industry on social media platforms such as LinkedIn to build up your network of contacts.

It’s also a good idea to improve your content on your website so that you’re targeting the SEO keywords. This can bring customers and candidates straight to you via a search engine.


You have to sell, sell, sell

Hiring at the beginning is a lot more than recruitment. You have to enter the process with a sales mindset. With no track record of bringing in new employees or without years of performance to fall back on, any candidate will be taking a gamble joining your company.

Because of this, you need to sell your company’s vision and culture like you would to a customer or client. This is how you overcome the lack of a big reputation and lots of flashy adverts – and how you can show someone that you’re right for them as much as they other way around.


Key takeaways

Here are some of the key takeaways to remember when you first start to recruit.

  • Look at the long term benefits of recruitment – and focus on the time you can save in the long run.
  • Use tools and word of mouth recommendations to save time.
  • Get your name out there using social media to build a reputation.
  • Sell yourself so that recruits can buy into your vision.