If your company doesn’t have a history, finding employees could be rather challenging. With this in mind, here are some tips to to follow to help you in this situation.

  • Find out exactly what your company’s options are – for a new person’s salary, as well as for buying their tools, renting an office, etc.
  • Before looking for an employee, make sure that you have the funds to cover the 5-month salary costs of the employee you are looking for.
  • Brainstorm the non-monetary benefits your company can offer a new team member.
  • Think carefully about the ideal candidate- their skills, abilities, experience, values and principles. In doing so, pay special attention to the candidate’s will and ability to develop and how ambitious they are. This is so your business could develop and grow. For a small and growing company, the contribution of each team member is important.
  • With your company and job in mind, think about what could be appealing to the ideal candidate. Certainly it is not only the salary (although wages are also important)!
  • Prepare yourself for the interviews well in advance and take them as important meetings to increase the reputation and visibility of your company.
  • In the selection process, the candidates should have the appropriate personality, willpower, ambition and motivation to participate in the development of the company. Rather than their extensive experience in the field.
  • Rather decide in favor of these candidates who are somewhat different from you. That way they can enrich the company with a competence or personality trait that you do not have. In this way, you make a significant contribution to the development of your company.
  • Don’t be afraid of candidates who are smarter than you and who could push you out of the comfort zone. Otherwise, the development of your company is limited to your own capabilities. None of us can be a master in every field.
  • Only share true information with candidates – talk about what is good and what could be better. In this way, you help to create a relationship of trust where everything is talked about openly.
  • Be as flexible as possible and do not stick to what the employment relationship has looked like in the past. At the present time it is a key skill. Find out what workload the candidate wants to work in, where they would like to work and how they would like their performance to be measured. Working part-time can be much more efficient than working full-time. When your new team member sets their own goals, they will also take responsibility to take matters in their hand.
  • Don’t be afraid that the candidate will not stay with the company for a long time, this way you could automatically exclude good candidates. For example, a capable and willful employee may benefit the company in the short term more than a mediocre employee who works for an extended period of time in the organization.

Annika Melsas, TeamCreator, Founder/ HR partner