How to Get The Best Staffs For Your Startup

Staffing is one of the most important decision to be made by an entrepreneur, you are faced with one of the toughest parts of the business; finding great staff. No matter how big or small, there is a huge checklist of principles involved. The choice made in hiring will determine the success or failure of your business. You can’t afford to lose time and money, though the cost of finding, interviewing, engaging and training these new employees is high. Below are tips for an effective hiring processes.

Your structure

You must have an established structure for your business. What are the goals and challenges involved and how can you solve them? It is important you define your organizational structure. If for example, you have a sales or marketing department, there may be need for sales rep or marketers.  You also have need for financial/book keeping, so give the challenge to an accountant. Your ability to define an effective structure will assist you in developing a system for you to operate on.

Outline the role of the Job

You start by analyzing why the job exists. When is the job to be performed? Where is it to be performed? How do the workers do the job? What qualifications are needed to perform the job and what physical and mental activities do the workers undertake? You must conduct a thorough analysis on the job you are hiring for. The activities you need to achieve for the task must be known and documented for it to serve as a standard for measuring competence for all involved. Doing this will help your organization in facilitating and recruiting the best and competent hands and also reduce cost.

Don’t compromise

You don’t need a soothsayer to tell you that getting the best hands on board is a key to building a winning team. When the resumes are in, utilize the selection process thoroughly by engaging fully in the recruiting process. First, with the resume of the applicants and then physically with the most suitable for the job. Those who hire the best staff spent more time with the applicant before, during and after the interview. Assess the skill and personality traits of the candidate. Further, conduct a background check on the applicant, most employees often claim education and work experience that are not true. Perform the necessary check to prevent dishonesty from penetrating your organization, especially when finances are attached to the role. Select the most suitable for the role, don’t allow personal bias get in the way of selecting the best candidate. Bad hire can destroy the business that you’ve toiled to build.

Define the profile of the needed person

Clearly describing the performance requirements of the job will help you as an entrepreneur with a detailed understanding of the job role. It becomes easy to profile the required person for the job. This requires skill, knowledge, and attitude necessary for the job. If the candidate doesn’t meet your criteria for the experience and expertise, discharge the person’s resume and move on. Don’t employ based on their response during the interview or passing a test within the amount of time given. He or she may not be the right person for the job.

Use the network or phone friends

Throw your advert out. Use a cost effective advertising platform, get the word out in the labour market. Be effective by considering the challenges in finance for a small start-up. Contact friends or former colleagues who are in the industries. Network, you can go cheap but very effective through online platforms i.e. Facebook, LinkedIn, etc. You don't necessarily need to engage a recruitment firm due to cost restrains. Utilize all avenues, you never know when you might meet that perfect talent that fits you.

Training and education

The staff must be trained and re-trained, to remain effective is an on-going process. The speed at which technology is developing means that education process will never end for employees. Be sure to absorb staffs who are willing and excited to keep learning and developing new ideas and skills, these will accelerate your company’s growth. Choose the most suitable and induct properly, modify the job to suit the right person rather than find the right person to fit the job.

Assume full responsibility of your decision

While it is the work of the human resource to recruit, accept blame for failures, don’t point fingers at someone else. Instead, quickly take action to correct the mistake. Remember your company is your priority.

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