Things to remember while hiring for your startup
An integral part of a startup, or a growth-level business is its staff. The founders alone can only take the company so far, and as soon as a concrete business model has been established, in order to implement it, they will require a skilled and motivated team. There are however, several things to consider while hiring. NEXT Venture Corp converses with Rajiv Sharma, the Managing Director of Jobs Dynamics, an HR company based in Kathmandu, Nepal. Jobs dynamics has four core functions: recruitment and selection, consulting, training and development, and outsourcing. All of these are provided meticulously to various well-known organizations ranging from big corporate houses, advertising agencies, small and medium companies to commercial banks. In this edition of NEXT’s blog, Sharma discusses five things to remember while hiring for a startup.
Avoid hiring only through interviews
Depending on only initial impressions can be deceiving, and so hiring employees based only on an interview, referral, or their résumé, could be a mistake. A better alternative to this, which many startups have started adopting these days, is first taking in interns, and deciding on hiring them after evaluating their workplace performance for at least one or two months. Not only will this be efficient and save financial compensation, it will also help to recognize the potential of a potential employee, who will serve as a valuable asset to the company.
Know the right time for your team to expand
Depending on the startup, their product, and their financial scenario, they must figure out when the right time for hiring more employees is. Normally, it can take up to 3 to 4 years for a startup to have a bigger team. Jobs Dynamics’ team, now consisting of 15 members, also took a similar amount of time to grow. It is a challenging task to find people who are genuinely interested in your work, and who share the same passions as the company. And companies too, have to be reputed enough to attract potential employees. Founders should also be ready to designate work and mentor their employees before expanding the team.
Be ready to change your hiring structure with time
Businesses have to adapt as they grow, as the competitors around them grow and as the economy as a whole undergoes changes. A growing business might require it to hire several employees in a short period of time, while after it stabilizes, they might not need to hire as much, and rather, focus on retaining their current employees. To be prepared for such changes, a good HR team and employees who can adjust well to changes are required.
Ask the right questions in the interview
Even though it isn’t the most effective way to hire, interviews are still commonly used methods of hiring. Sometimes, circumstances may arise where the only way to hire is through a conventional interview. In cases like these, asking the correct questions can be key to making good hiring choices. The kinds of questions Sharma prefers include life ambitions and plans, schooling, family background, commitments and their level of determination. These act as good indicators for hiring the correct employee.
Create a strong value system within the company
In order to attract and retain qualified people, a strong value system in the company is a must. If the founders, as well as the employees believe in the same goals, and share the same passions for the company, then there’ll be motivation to work towards a common goal.