Hiring plays an important role in the success or failure of a company. The right people can take an organization to new heights while hiring mistakes can set you back by several steps.
Especially if you are dabbling in the area of technology, recruiting mistakes can set back your growth by several steps. While there are many Python developers for hire, finding the perfect person for your company can require you to keep a few things in mind.
A Detailed Guide On How To Hire For A SaaS Company
Our 7-point guide to hiring for a SaaS company can help you to find the right talent and can help in reaching new heights with your products and ideas.
1. Hire passionate people
You have a vision for your project and your company. You want people in your team who subscribe to this vision. Without the same amount of commitment, you will have a team that will not really help you grow and prosper.
Moreover, you would be very surprised to find a number of possible candidates who, despite being in the field, don’t really like SaaS. They do not like a recurring revenue business model and the freedom of the client to cancel a subscription when dissatisfied.
So, not only do you have to find people who like what you do, enjoy working in your category of service, but also who are truly interested in SaaS. Do not hire dispassionate people just to fill headcounts because that would only harm your progress in the long run.
2. Do not overhire
When companies receive funding, there is often pressure to hire more professionals. But in the midst of hiring in bulk, you can make mistakes with the quality of people that you hire. It is easy to miss out on good candidates and settle for people with mediocre levels of skill in such situations.
Our advice would be that you hire according to your need of the hour but ensure that these people are exactly what you need. For example, you require 2 developers now, and of 2 more in 6 months.
You can hire two highly skilled candidates for your immediate need. Simultaneously identify a pool of candidates for your other requirement and stay in touch with them till there is a need to bring them on board.
3. But do not ‘underhire’ either
Not hiring more does not mean that you do not hire enough people. The idea is to hire the people that you need at the time that you need them. If you are just starting out, hiring too many people might not be easy.
However, expecting your existing employees to move mountains for you is also not a great idea. Overworking your existing team would make them resent the work, produce work that’s not up to the mark, burn them out, and ultimately drive up your attrition rate.
If you find it difficult to hire because of budget, you might need to look inside your organization and figure whether you have been charging less, creating a cash crunch. Your work is ultimately owing to the people in your team, and an unhappy team is definitely not the best idea.
4. Do not hire the wrong people and keep them around for longer
You might not know what exactly you are looking for, especially if you are hiring for a brand-new role. But before you go into this hiring process, create a checklist and ensure that the candidate that you want to hire ticks the boxes.
Make sure that the person in your consideration has demonstratable achievements and experience that is relevant for you. To test them out, ask situational questions, and focus on their problem-solving skills.
Moreover, if you have someone in your team who already has experience hiring for a similar role, rope them in on the process, take their suggestions, and implement the same while recruiting.
However, despite all these measures hiring mistakes are not completely avoidable. There will be times when you hire the wrong person, but if you realize this mistake sooner, you have to move fast and rectify the same.
5. Nurture the talent Pool
There could be several reasons why you would not be able to hire a particular person when they come over for a role. It could be your budget restrictions, their skills being a better fit for a different role, and the unavailability of a suitable profile for them.
When you come across talents like these, it is extremely wise to not completely abandon your connection with them. Stay in touch, update them about future opportunities, and follow their growth as professionals through platforms like LinkedIn.
Good and talented people will be worth hiring in the future and maybe, even in a better capacity giving them more chances to explore their skills and help both of your growth.
6. Do not lose out great candidates
This being said, you should not ignore or push aside talent that can really impact your business. Some people are better skilled at growing your business than you would imagine, and you must not let these people go just because there are no open positions.
You can find ways to add them as a human resource asset to your company and see their talents really taking your vision places.
7. Be patient and have a clear idea of your hiring goals
In a hiring frenzy, you might end up recruiting some people who do not fit the bill or whose skills are not up to the mark. This could harm your overall organizational growth.
Take your time to chart out the exact person you need – their qualifications, their experience, the work that they have contributed to in the past – and make careful decisions when it comes to choosing them.
You will get better at this as time will pass, but you must never try to wing the whole process. You need to be able to visualize your hiring goals and hence, translate them to reality.
Many skilled SaaS professionals would be excited to work with good organizations that give their career the growth and value that they aim for. Find individuals with the right skills and product management certification and see them grow and help you grow as a firm.