Hiring can often be daunting, as the wrong choice means the even greater cost of starting the recruitment process all over again, and we know how much of a painstaking process that can be. So we’ve put together three talent sourcing basics to keep in mind when expanding your team. Read on for more…

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Know what resources you have to work with

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This is probably the most important thing to consider when making your first hire.

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It’s important to start by evaluating the business and understanding what level you can afford to bring someone in. Do you have the budget to hire at this stage? What level of experience do you have a budget to hire in at?

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It’s important to take this into account so you’re ensuring you can afford to sustain the cost of a new recruit.

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A typical startup budget often won’t accommodate for multiple hires at a time. Tailoring your research to what your resources means you’re being as cost effective as possible. Having a good sense of what you can afford is key when making your first hire is paramount.

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What function will your new hire serve?

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As simple as this question sounds, having a good sense of what purpose this new hire will serve will help give you a clearer idea of what role you actually need to fill. With a new recruit, it’s important to think about what function their role will serve not only you, but your audience.

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For instance,  would you be hiring someone who is coming in to spearhead your CRM functions and customer loyalty programs over email campaigns? Or are you looking for someone who's more well rounded, with a strong understanding of CRM and customer loyalty programs and email functions, but can also help you with paid outreach and content creation?

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Understanding the needs of your business and then zoning in on the perfect candidate to join your team is essential in  getting your first hire right, so be as detailed as possible in knowing what you want.

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When in doubt, bring in an expert…

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Recruitment can be time consuming and often costly. The last thing you want is spending all your time on your talent search. Even with a good knowledge of what role you need to fill, it can be difficult weeding out numbers of applicants to find the right qualities and skill sets in the right candidate.

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With the help of a trusted talent partner, you’d be entrusting the hiring process with someone specialised,  who understands the scale and breadth of what it takes to bring in a new recruit, as well as someone who can hit the ground running from the first day of the recruitment process.

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A key takeaway from all of this is to have a clear understanding of what functions you need a new hire to serve. Recruitment can often be daunting, as the wrong choice means the even greater cost of starting the recruitment process all over again, and we know how painstaking that can be.

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What’s your approach when looking for new talent? I’d love to know. Lucy and I are always happy to chat through any burning questions you may have, so don’t be afraid to reach out!

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