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5 Recruiting Tips for Hiring Your First Set of Startup Employees

The recruiting or human resource need for your business cannot be over emphasized. You therefore need to be tactful in how you go about bringing people to help you achieve set goals. Christian Danquah of Urbanphace Multimedia takes you through 5 practical steps you can follow to cut the stress and attract great talents for your startup company. Learn from Chris.

Successful companies or businesses most often than not have strong and committed teams behind them. They make the company great by running the system or wheel at a higher efficiency.

Such human resource is always needed for a business to become a great one. The hiring process can be done through sourcing candidates, screening and interviewing the candidates and eventually arriving at final evaluations. This can be challenging most of the time .

But the following tips can make the recruitment process less challenging.

1. Be honest about your needs.

It is important for a startup to be honest and transparent concerning its needs and how they are likely to change. Getting new staff members is a frequent change, including the company’s direction, products and goals. It is very necessary to let prospective employees know about all these. If candidate’s expectations are not properly managed before they join the company, you will notice or observe a considerable amount of churn.

SEE ALSO |  3 Reasons Your Startup is Next to Fail

If new unsuspecting recruits are overwhelmed with new roles and responsibilities, it becomes difficult for them to succeed if they are under pressure to get used to the instant change in job description randomly. When recruiting a perfect new team member, disclose a full detail of current expectations for the role being filled and how that may change as the business grows and evolves into a bigger firm.

Recruits must be ready and also geared up about the fluid nature of a startup and its effects on their daily roles and responsibilities. If this is not done those are not prepared will become worn out and bitter .

2. Establish a positive relationship with all recruits.

It is not every job seeker who comes along that should be recruited or hired. But there is a chance to develop a strong support and rapport with each one of them.

As an employer or recruiter of a beginning-stage startup looking for great exceptional talent, you have to grow the reputation of the company as one that people are willing to work for.

If a recruit finds it difficult to fit in the business, the best thing to do is ignore the lost time and save the situation by making the person a brand advocate.

Urge and motivate candidates you have rejected to check on other recruiters with an incentive like guidance and support with their job search. This can come in the form of resume tips, referrals to openings somewhere.

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It’s possible they might even return for an interview at a later date when they have improved upon their skills.

3. Let the incentive be a great one.

Do not deceive a recruit with false promises of the future prosperity of the start-up. Kind equity payouts are more of a fantasy than the real situation on the ground. It’s better to instead give chances that can make a recruit excited and glad about the job.

A few cost – effective motivation experienced by the employees including the liberty to take charge of new projects, challenges, roles and self development programs should be helpful.

Give them the chance to learn from great business people and have discussions with industry experts and lead monthly sessions at the company.

4. Seek help in hiring.

The greatest business people know they are not capable of doing everything by themselves. Recruiting is a skill that is developed with practice. Therefore when you are a young business owner that wants to recruit the best candidate that you think has that particular skill set you need and can take your business to the next level, you may need additional help and advice from experienced hands.

Discuss with friends who have recruited for particular roles to learn where to source for the best candidates to employ, the way and manner to source for the best candidates, review resources efficiently, how to ask good questions and ways to make the final decisions and selections.

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5. Finalize the deal well again.

The recruitment process does not come to a conclusion when a candidate agrees to an offer; continue educating the new recruit on the opportunities available throughout their first period or week in your company.

Make the onboarding process seamless and effortless, so that the new employee feels confident in the new responsibility and role. Let them feel excited about the company and select the tests to be administered carefully. Challenge the newly employed recruit to contribute and create genuine impact in the company, making sure not to deliberately overwhelm them in assessing how they respond to pressure.

Make the newly recruit feel part of the family in the company and give them what they need to successfully do their work, removing every hindrance and providing them with the resources and information they need to be successful .

You’ll be glad and fulfilled by the rate at which you will retain recruits and surprised by what your new employee can accomplish.


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ARTICLES

Source Beauty is pushing the boundaries of Egyptian e-commerce

Egyptian e-commerce

Egyptian e-commerce: the county’s digital drive has not yet gotten to the growth typically seen in European countries and North America. However, as businesses have started shifting online, customers are now following suit, resulting in the gradual development of the digital eco-system.

Innovation, such as digital marketing, is reinventing the consumers’ path to purchase. The Egyptian e-commerce market is expected to grow at a rate of 33% annually to approximately $3bn by 2022, according to Oxford Business Group.

Source Beauty and disruption

The increase in e-commerce comes from rising internet penetration rates, driven by connected and digitally savvy millennials. Several platforms, both locally and internationally, such as the direct-to-consumer beauty platform Source Beauty, have disrupted the beauty industry in the region to drive their growth by truly connecting with their customers.

By being aware of the changing consumer behaviour trends in the e-commerce landscape, service providers like Source Beauty are continually fostering customer engagement with a community they have created. The customer service team, along with the editorial and marketing teams, respond to each comment and direct message, making customers feel listened to.

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Lydia Schoonderbeek, the founder and CEO of Source Beauty, said:

Egypt has traditionally been a price-driven market. After devaluation and high inflation rates, people have become much more price sensitive. People are consuming less and are shifting away from imported products due to price, accessibility and inconsistency in supply. As a result, they’re looking for local alternatives.”

Egyptian e-commerce
Founder of Source Beauty, Lydia Schoonderbeek

In line with its digital transformation and financial inclusion agenda, the Egyptian government has set in place directives to raise the limit for electronic payments for individuals via mobile phones to EGP30,000 (USD1,905) per day, and EGP100,000 (USD6,350) per month, since March 2020. Traditionally, 70% of online purchases were cash on delivery, which has proven to be a major challenge to e-commerce growth throughout the region. This preference has changed to credit card payments, increasing to 30% from 16% due to the spread of Covid-19, but it remains to be seen whether purchasing behaviors will be affected in the long term.

The CEO of Source Beauty further added that, the company had seen substantial growth thanks to the COVID-19 global pandemic, with existing and new customers wanting to limit in-person beauty services and adhering to social distancing and mask-wearing requirements. Beauty customers, she says were changing spending habits, moving towards products that allow them to recreate the salon experience in their homes and protect them from the potential impact of an increasingly digital lifestyle. Finally, she believes they have seen customers prioritising skincare and haircare purchases over makeup.

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The question is, ‘Is anyone in Egypt going to buy beauty products online?’. Who thought people would buy books on the internet from a website called Amazon! Well, the answer seems to be YES. Consumer spending in Egypt on non-essential goods has reached EGP 3.90bn in 2020 and is set to reach 8.81bn in 2021, according to FitchSolution’s 2021 Report.

According to the Egyptian e-commerce beauty company, Source Beauty, it believes that the world is in an era where consumers are looking to associate with brands and not products, to make their beauty purchasing decisions and this is where homegrown brands like theirs will doubtlessly lead to economic growth in Egypt.

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