Making hiring mistakes is one of the main reasons why start-ups fail to grow and survive. As you start scaling up, a strategic approach towards building your hiring process is critical. As the business grows, you need to develop a road map for attracting key talent, developing a robust hiring process, and becoming a strong #employerbrand. In the initial days, you need to find a team of people who understand your vision and can work towards it. However, as the start-ups expand, you need to keep on finding the right people at the right time. Here are a few important questions to be answered before developing a successful start-up hiring plan:
1. What are the hiring costs?
Before you initiate the #hiring process, you need to account for the costs associated with hiring. These include the cost to hire as well as additional costs such as advertising and relocation. One important aspect of costs that gets overlooked is the time taken to fill the positions. Use data points to understand how much time is required before the prospective candidate comes on board. Review timelines to build #efficiency in the hiring process.
2. Which roles do you need to hire for?
During the growth phase, it is important to understand how your start-up is evolving. Take time to develop an organizational chart or something that helps you visualize the different functions and departments that need to be aligned as per the organizational #goals. Identify key roles that need to be filled in immediately and work towards building a strong candidate pipeline.
3. How many positions do you need to fill in and in how much time?
#Forecasting the hiring needs of your start-up is the first step towards streamlining the hiring process. Determining how many people you need in a particular quarter/six months should be based on your goals. Identify your objectives and evaluate the gaps in your current team. This will give you a sense of the upcoming hiring needs. Assess both short-term and long-term hiring needs.
4. What are the skills that you should be looking for?
Building a capable team is as important as building an attractive product and having a strong customer base. Identify the #corecompetencies and #values that you need in people. Develop relevant job descriptions and reach out to people. Think about both skill and culture fitment when evaluating candidates. Participate actively in the interviewing process to achieve your hiring objectives.
5. From where are you going to hire?
Identify the sources from which you are going to seek people. Leverage your network and contact lists. You might need to assess whether there is a need to outsource some of the sourcing work or hire freelancers/interns to help you source candidates quickly. Weigh your options and take corrective action in line with the hiring goals. Be flexible and explore various options so that you have many candidates to choose from.
6. How does the start-up become a strong employer brand?
A long-term objective of your hiring process should be developing a positive image as an employer of choice. Work towards showcasing your start-up and why someone would want to join it. Use social media to increase visibility. Build a strong positive culture so that your employees stay motivated. Also, think about your building your own ‘founder brand’ to boost positive perception.
Developing a game plan to achieve your hiring goals and objectives is extremely critical for #start-up success.
