Getting the right people on board is crucial for the success of any company, but startups in particular need to be careful about who they are hiring.

When your new business is just starting out, and you have a tight budget, it is imperative that you build a good reputation by hiring the right employees.  A single wrong hire could jeopardize the growth of your business.

A large, well-established company can afford to be more relaxed with the hiring process. An employee with poor performance can be let off without worrying too much about the overall direction of the business, as large companies are able to absorb losses more easily than startups.

However, as a new firm, you can’t afford to waste time or resources selecting an employee who doesn’t fit with the business. Here are a few tips to help you find the right candidates for your startup.

Define Your Goals

Before you start hiring, figure out what your company’s business goals are. This will help you determine the kind of role your new hires will need to take. Doing this will also help you target your job ads for the right audience.

Without having an outline of your firm’s business strategy, you will not be able to attract the right people to come and work for you. When your employees have a clear idea of where the firm is headed, they will work harder and spread the word about what a great job your business is doing. Being able to define and attain your business goals is a sure way to attract the right people to your company and give them a reason to stay on board.

Train Your Interviewers

Hiring for a startup is an entirely different ball game than hiring for a large company, and therefore your interviewers need to adapt a special kind of approach. For instance, most startup applicants are recent college graduates, with next to no work experience. Thus, your interviewers must be able to gauge the capabilities of these candidates through their behavior and mannerisms during the course of the interview.

If you happen to receive applicants with actual work experience, their expected salary may be higher than what your firm is able to pay. This is where the interviewer must be able to explain the benefits of working at your company, and how it can open up more opportunities in the long run.

Check for Social Media Expertise

In this age of social media marketing, it is imperative that all your employees have some basic understanding of how to leverage social media to boost the business.

Today’s startups can’t hope to compete with the resources and reputations of large, well-established firms. The only way for startups to market themselves on an equal platform would be through digital marketing. So, it is imperative that you have employees who are well-versed in the nuances of social media.

Since a startup is a small organization, it would be best that everyone working in the company has a basic idea of each other’s roles. Considering the fact that you will need to market your firm as widely as possible, it is a good idea to have people who can take the initiative and do this without needing to consult the marketing team.

Experience with Startups is a Bonus

Another thing you may want to keep in mind when you are hunting for talent is to look for people who have already worked at a startup.

Only those who have worked in a small business would understand and be able to deal with how chaotic things can get at times. Startup employees are used to functioning well under high pressure, taking on different roles in different situations, and working with tight-knit groups of people. People with prior startup experience will be able to bring this knowledge to the table when they join your company.

When hiring for a startup, don’t rush through the process. You want to take your time, evaluate each candidate, and hire someone only when you are sure they will be an asset to the company. Being able to bring in the right people is a crucial part of building a successful startup.