3 recruiting tips for Kenyan Startups


From the onset recruiting a team for your startups can be a challenge. You need top notch talent but do not have the name or resources bigger firms have to attract the best. Despite these limitations, startups need teams that deliver results.

  1. Do I need to hire or simply outsource?

You will know you need help if you are too busy handling low-value tasks such as administration at the expense of more important strategic work like business development.  Things might start falling through the cracks and customer service may slip. Having more things to do in the business is an inevitable part of growth.

Carry out a thorough job analysis and design. Job analysis involves studying the duties you need to be done and competencies you need from a person who will carry them out. Job design involves grouping the duties into a position/ title. Then you can begin recruiting. Starting with this process will help you determine if you need full-time or part-time staff.

As a startup, you should focus on having an internal team as you are trying to establish a culture and systems for your organization. Hiring internally may also be cheaper depending on click here the role.

  1. Where to start?

Kenya has the fortune of a vast pool of a well-educated and talented youth. Startups do not need to compromise on the talent you onboard. Your team is what will make or break you.

You need to have a clearly laid out growth structure based on what you feel makes your business unique. Recruit ambitious people who could buy into your vision. You can start by filling vacancy ads on online recruitment platforms. For entry level positions, you can get in touch with university placement offices to get access to fresh graduates.

  1. How do I get innovative people who can deal with uncertainty?

The best way to determine if someone is innovative is to look at their track record. Do they improve processes where they are or simply maintain the status quo? Did they do anything differently? Using experience is however not an exact science. Other factors may contribute to innovativeness such, work environment and culture. A different setting might elicit a different behavior from the candidate. Conceptual questions during the interview can also help you pick out how a person thinks. Questions like ‘what’s the best idea you’ve had?’ ‘How would you solve problem X?’ can work.

Remember, your business is only as good as its people.

By Caroline Wambui