If there is a requirement, there is a candidate !!

Recruitment is just finding candidates whose expertise matches with expectations from role and Selection is to choose best fitment and get him on board asap.

But most important question arises like "How we search right candidate" and "whom to hire"?.

A recruiter must be having good sales skills who can sell the role to the best candidates before who come for interview. Once you get Job Description, go though and fully understand and resolve all the related queries. If you understand JD means you have won the 50% battle. Be over inclusive in which candidates you invite for interview. Practice interviewing candidates more and more and take at least 15-20 minutes with each candidates.

You will become a better recruiter, learn more about the right requirements for the job, understands candidates strength & weakness and learn how to sell the role.

Most essential part of selection for start-ups is:- Start-ups do not need Director-Engineering, they look hands on coder. Start-ups do not need VP-Sales, they look for real sales. Start-ups do not need Director-HR, they look for real recruiter who can get people on board as per requirements. Otherwise they are just overheads (expenses).

Generally, companies hire people based on experience. But for start-ups, we also have to judge candidates on problem solving, case studies, capabilities, flexibility and ready to work 24*7 in a week.

I have failed more than I succeeded but never give up. I always try something again, look for new and innovative ideas to improve because 'there is a problem, there a solution' but it can take some time. In same way "If there is a requirement, there is a candidate"