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New organizations typically face issues long-established companies learned to deal with long ago. However, a specific strategy that worked well for one company may not be the best option for a startup. There are, however, seven things to include when a startup searches for new staff members.
1.) Know your needs. That means every organization must invest the time needed to establish a set of core values before searching for new employees. Once those values are established, it’s far easier to understand what to look out for when evaluating potential employees. Without fully understanding where your startup is heading, it’s almost impossible to find employees who will fit the new organization’s needs.
2.) Develop a comprehensive job description. Employment experts always recommend putting together a job description that describes exactly what a new employee is expected to accomplish. Doing so before starting the hiring process also makes it easier for new organizations to better understand their own needs and avoid duplicating duties.
3.) Experience is important, but so is potential. Most startups focus on an applicant’s experience during the hiring process, but it’s also important to look for new hires that will bring enthusiasm and a passion for success.
4.) Evaluate a candidate’s behavior during the interview process. Many candidates have impeccable qualifications and experience on paper but are lacking in other areas. Even a candidate that exudes enthusiasm during an interview may not have what it takes to deal with the frustrations that typically occur during a startup.
5.) Choose candidates that will fit your culture. A candidate may have the skills necessary to succeed in a position but not the personality to get along with managers or the remainder of the team. During the interview process, look for traits that are likely to prove toxic later. While it’s not impossible for a candidate to change their habits, it’s not likely to happen. Don’t chance disrupting the company’s progress by hiring a candidate that won’t mesh with the company’s needs from day one.
6.) Don’t wait too long to extend an employment offer. In many cases, startups want to interview as many people as possible before offering one of the candidates a position. That’s not always a bad idea, but don’t delay too long. Quality candidates are likely interviewing with several companies, so waiting too long to extend an offer may lead to the candidate being hired by a competitor.
7.) Develop an effective onboarding process. New employees rarely know what you’re expecting. That simply means it’s important to design training exercises that define the company’s culture, short- and long-term objectives, and standard procedures everyone is expected to follow. Of course, it’s impossible to cover everything, but hitting the high points will make a new hire more comfortable and minimize the potential for embarrassing corrective actions later.
The people hired will define a company’s future, so it’s important to make the best choices. If you’re unsure how a specific individual will fit your startup’s needs, it’s better to keep looking for a better candidate.
Remember, it’s far better to retain quality employees than constantly training new ones. Look for candidates that are likely to remain with the company for the long haul rather than leaving at the first sign of a problem.
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