When your company is growing quickly, recruiting becomes a challenging and time-consuming process you can't afford to ignore. A lot of effort goes into attracting and screening the team necessary to meet your expanding needs.
You'll inevitably need to amp up your hiring efforts to keep pace--especially if you find yourself hiring up to ten people per week.
But even as company growth accelerates, you should remain as discerning as you were when you hired your first few teammates. It's important to keep your expectations high.
The process can be intimidating, but if you take the time to analyze your recruitment strategy, use your team's network, and be creative, you'll discover it's easier than you originally thought.
Here are a few tips I've found helpful:
1. Hire a recruitment team early on.
Recruiters are a great asset for streamlining the mass-hiring process as it grows unmanageable for you to handle alone.
When my co-founder and I started ThirdLove, we spoke to other founders who recommended waiting until the company was much bigger to hire recruiters. We took that advice. We wound up spending over 50 percent of our time screening candidates.
Eventually, it became too difficult for us to personally vet each candidate. We were simply growing too quickly.
So, two years in, we hired our first recruiter. At that point, we were just under 30 people. In retrospect, I think we could have hired our first recruiter even earlier. And now, we have ten recruiters across our three offices who have been invaluable to our growth and productivity.
As a founder, it's worthwhile to bring in a recruiter before the hiring process starts taking your time and energy away from other important company responsibilities.
2. Know which type of recruiting to use and when.
Many companies hire employees with the help of an agency, but there are benefits to using in-house recruiting. Your own employees are great resources for identifying promising candidates. They're in the best position to determine who culturally is the right fit because no one knows your company quite like your own team.
After all, everyone knows someone who needs a job, and it's exciting to work alongside people you know and like. That's why every single person on our team knows recruiting is part of their job, regardless of how junior or senior they are.
For example, one team member who recently graduated from college suggested that we post about our summer internship on her former college's job board. And our data team leader, who is extremely well-connected in the data science community, brought in roughly ten people during his first three months.
Keep in mind the ideal method of recruitment often depends on the position. Engineering, for example, requires more outbound recruiting because there are fewer qualified candidates. If you're struggling to find quality candidates or looking for someone with a very particular skill set, using an agency may be helpful.
Ultimately, founders need to understand which recruitment strategy is best-suited to the position he or she is looking to fill.
3. Host events.
Events are a great way to bring people to your office and introduce them to your company.
In addition to drawing in potential talent and fostering networking, these events create a space for people in the industry to discuss new ideas and projects. Everyone who participates can benefit in some way.
For example, our team just hosted our first data science meetup with representatives from other companies this summer. We put together an informative evening with a range of perspectives on data science.
You can host these types of events around various aspects of the business, like marketing, design, or customer service. Most people are eager for a fruitful networking opportunity, so any event is a great way to connect people, build your brand awareness and let them know you're hiring.
4. Help people learn about your company and open positions.
You may have to use creative ways to get the word out on all the interesting projects happening at your company. For example, people don't often realize that we have a huge data team, or that we're working on a lot of e-commerce technology.
To show that your company is multi-faceted, a team-member could start a blog to discuss the unique initiatives underway in a particular department. And it can also be used to cross-promote company events. You can also leverage your Instagram audience to recruit by advertising positions you're hiring for and what they entail. The idea is to encourage candidates to see themselves thriving at your company.
As your business grows, you want to make sure your barometer of quality for the team doesn't change. With efficient strategizing, and a few freebies, you'll be able to grow a bigger and better version of your team.