Your early employees are going to become the backbone of your company and will set the standard for future growth. This is why it is important to define your company culture, the attitudes employees should have, and how they should approach their role.
Many startups are vague when it comes to their company culture, describing it as “hardworking” or “open”, but you should really be using examples to show candidates what this means. For example, you could describe the daily morning meeting where everyone will be expected to discuss the company’s targets.
To attract the right candidates, you need to consider where you stand in the market, as well as your company’s selling points based on the market you operate in, your team, your product, and something unique to your workplace – be it salary, equity, benefits, location, or free drinks on Fridays.
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The more structure you add to the employment process, the more your employees will thank you later. Any basic employment development programme should include an onboarding process for the first three months (which is key for employee satisfaction), a performance feedback process (employees need feedback for their growth), and a referral program. After all, if employees are happy they will recommend you to others.
Within this, it is equally important to have a strategy to keep track of employees’ progress. When employees begin to feel that their growth is not valued, they will look for opportunities elsewhere. Try and kick-start development by pairing employees up with more senior mentors in their field. The right coaching questions will help drive results for the business as well as promote individual growth for your employees.
Did you know, only 36% of startups have a diversity hiring goal? For the best results, consider ways to create interest from diverse candidates. Whether it is race, ethnicity, gender, sexual orientation, educational background or professional experience, always consider everyone equally.
The hiring process should strike a balance between keeping the candidates interested and finding the right candidate for your business. If you have a long and torturous hiring process with phone interviews, tests, on-site projects and team meet and greets, you shouldn’t be surprised when candidates start dropping out before the final stages.
Amazon, which is now the tenth most popular website in the world, has consistently used a 1-3 week hiring process. Why not have a look at what other successful companies are doing and find the best practices for your specific needs?
At the end of the day, the most successful teams use a structured process when hiring new employees – they involve the entire team and utilise their network to find the best match for their company.
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