Isadora Teich

Philadelphia, PA
You are never too old to set another goal or to dream a new dream.
Read More
Connect with Chop Dawg

How to Find the Right Talent for Your Startup

Finding the right talent is essential for any startup or small business.

Whether you’re in search of a new employee to expand your operations, or looking to hire someone with expertise to help drive your mission forward, it’s important that you take the time to find the person who is well-suited for the job at hand.

Not only will this ensure that their work reaches its potential and adds value to your organization, but it will also make sure that everyone involved feels fulfilled in their professional roles.

In this blog post, we’ll be providing some helpful tips on how you can go about finding the perfect fit for each new role within your startup. So read on if you’re ready to get started!

1. Define What You’re Looking For In A New Employee

When looking for a new employee for a startup, it is important to find someone with the right combination of traits. A prospective hire should be reliable, have good communication skills and know how to work collaboratively in a team.

It is critical that you know exactly what kinds of tasks you need a new hire to complete, so you can find someone who is a good match as far as skills.

Many have different approaches to hiring. Some say they don’t care as much about someone having extensive experience, as a long as their attitude is good and they are passionate about learning.

You may have heard something along the lines of ‘You can teach skills, but you can’t teach attitude,’ before.

Others hire based purely based on experience and skill, and do not care as much about a potential candidate’s attitude.

This will largely depend on what kind of organization you have, what kind of company culture you have, and what exactly you expect your new hire to do. In most cases, it is important to consider both factors.

For example, if you will be working closely with someone, it would be a mistake to hire someone who doesn’t suit the dynamics of your team.

Before you hire anyone, know exactly why you are hiring them and define what you need them to do.

Without this set in motion beforehand, you may hire someone who doesn’t bring value to your organization, simply because they have no idea what you want them to do.

2. What to Do if you are Struggling to Source Potential Candidates

When you’re trying to find the right talent for your startup, where do you turn? Finding potential candidates can be one of the most challenging aspects of running a business.

Where do you find them and how can you trust they will be a good fit for your company and your mission?

There are several different methods to find quality employees. A good place to start is to reach out to your network. Something we have talked about before on the blog is the importance of networking habits and how to optimize them.

As an entrepreneur, building a strong network is one of the most important things you can do. And this is one of the big reasons why.

Finding new employees can be a huge challenge, but it doesn’t have to be. Imagine you already have a robust network of contacts and your business has a good reputation. When you reach out to your network seeking employees, multiple people who your contacts can vouch for step up to the plate.

How much easier does that make your life?

However, there are also other ways you can approach finding new employees. This can include attending local university job fairs, putting job postings on online employment websites, and posting jobs on LinkedIn. See if there are local Facebook pages for employers and job seekers. You can leverage those as well.

3. Vet Potential Employees Carefully

When crafting a new business, it is important to find the right talent in order to be successful. To find these employees, it’s essential to vet potential employees carefully.

This involves having a clear job description and realistic expectations of responsibility, as well as asking questions to target key skills that each individual might bring to your startup.

Creating an interview process will ensure that you find the best candidate for the position and make sure your new venture starts off with the best possible foot forward.

Also, ask for references and check in with those references. Conduct thorough background checks on potential hires. Make sure you actually have a decent idea of who you are hiring before the fact.

Time taken upfront vetting candidates will pay off immensely in productivity down the road.

4. Narrow Down Your List to the Most Qualified Candidates

Seeking the right talent to join your startup is a difficult task. You may find yourself overwhelmed by the number of potential job seekers, making it difficult to choose the most qualified candidates.

To ensure you find the best talent for your organization, narrow down your list by taking into consideration your own personal preferences for each role and applicants’ experience in the industry.

Take a look at resumes, find out who has already presented relevant projects, and ask open-ended questions to gain further insight about their expertise, prioritizing those that best match the criteria for each position.

This method will guide you toward finding passionate candidates who will be valuable additions to your team.

5. Make an Offer and Finalize the Hiring Process

Finding the right talent to help grow your startup can be a difficult but rewarding process. Now that you have taken the time to find an ideal candidate, make an offer and finalize the hiring process.

Today, finding and attracting top talent can be difficult. Especially after the pandemic, many workers are more demanding. Many are more focused on finding more genuinely fulfilling work, better benefits, or want the option to work remotely at least some of the time.

There is some truth to the widespread joke that Gen-Z workers will quit a job ‘just because the vibes are off.’

So, what can you do as someone looking to build a startup? Build a strong company culture, a good reputation, and offer something that is genuinely competitive.

If you truly want to attract the best talent, there will be competition out there when it comes to attracting and retaining them. This is a truth that you must understand and incorporate into your overall strategies.

Some people are inspired to start their own businesses partially due to poor workplace experiences. They simply don’t want to work for other people anymore.

As a business owner, stay vigilant that you are not reproducing this exact same environment. It can lead to high turnover, which is an expensive problem for any business.

6. Don’t Forget About Onboarding

Onboarding is an essential part of growing any business. Without a well-thought-out onboarding process, your startup could find itself without the right talent to succeed.

Taking the time to find the perfect fit in terms of technical skill and cultural fit is worth the effort and can make a huge difference when launching a new business.

Investing in processes that ensure each new employee is welcomed, coached, guided, and given everything they need to succeed helps retain valuable staff for the long haul and accelerates growth for your startup moving forward.

Depending on the size of your organization and what the new employee will do, this does not need to be incredibly complicated. It can be as simple as making sure they have a document outlining their job and the attached responsibilities.

This makes sure that they know exactly what they are supposed to do. After all, it’s in writing.

Onboarding isn’t something to forget about — it’s everything!

Final Thoughts on How to Find the Right Talent for Your Startup

As a startup founder, it’s important to be mindful of the differentiating factors that will make or break your company in the early stages.

Attracting top talent should be one of your main priorities – especially when you’re competing against larger companies with more robust recruiting efforts.

Use the tips outlined in this post to give yourself an edge in finding and hiring the best candidates for your startup team. With the right people in place, you’ll be well on your way to achieving success!

What do you think? Comment below.

Since 2009, we have helped create 350+ next-generation apps for startups, Fortune 500s, growing businesses, and non-profits from around the globe. Think Partner, Not Agency.


Find us on social at #MakeItApp’n®

You might also like

5 Ways Startups Can Make Their Website More User-Friendly

Advertising & Marketing, Design & Branding, Web & Mobile, Technology

Founders: Consider This Before Working With Any Investor

Operations & Management, Revenue & Finances

8 Ways to Bootstrap Market Your App

All, Advertising & Marketing, Featured

How to Fund Your App in 2022

All, Revenue & Finances

Leave a comment

Your email address will not be published. Required fields are marked *

Have An App Idea?

Entrepreneurs approach us at all stages of planning. We’re ready to provide our valuable feedback whether you decide to partner up with us or not!

dear entrepeneurs,

Since founding Chop Dawg in 2009, Joshua and our team have been on a mission to help as many entrepreneurs as possible. To date, Chop Dawg has helped launch over 400+ next generation digital products for startups and growing companies around the world.

Find Your Personal Framework to Success

“Davidson offers hard won advice for fellow entrepreneurs looking to create a lasting business in this perceptive strategy primer.”

– Publisher’s Weekly.

Finally, your favorite ice cream truck has an app! Stay cool and download the Mister Softee app this summer to track your treats in real-time.