How and where to choose employees at the initial stage of the project? Pick up yourself or provide a stream of “incoming” calls and letters from potential employees?

Should I bring friends, relatives, or former classmates to work together? How to understand how subsequently your expectations from hiring staff will be met? We will try to explain the answers to these and other questions in detail in this article.

The formation of a successful startup team is the most important task for an entrepreneur-leader. And it’s not so important whether you are looking for investors or plan to break through without outside help. The number one task is to attract the right people to work in your company. The leader will either be able to attract talented associates or not: and this not only depends on his qualities but is also largely a matter of chance!

Some novice entrepreneurs believe that they have a strong idea and the necessary conditions, which means “the workers come to me by themselves, and my task is simply to select the most suitable ones from them.” Nevertheless, a similar position may be more likely with the owner of an oil company or, for example, a bank – a market leader. In other words, when it comes to a socially prestigious and financially profitable place of work, where a large flow of applicants is constantly striving. Starting business projects need to initially lay a large budget of time and effort to select suitable candidates.

Not only the professional skills and experience of each new member of the team are important. Not the last role is played by the character of the person, as well as his desire to work in a young company, his readiness for financial risks and instability, which are inherent in such work. And you need to protect yourself: stipulate in detail all working conditions and do not forget to draw up a written contract/agreement.

The main do and don’ts in hiring.

So, we can divide potential employees by the degree of management into two large categories: potential co-owners / co-managers (managerial link) and line employees (performers). Employers can find an employee with an MBA online, but there are a few things we must consider while choosing the right candidate. Here are the things that you should and should not do when hiring.

Wrong motives for admission to the team:

–          Has a lot of business connections;

–          Knows a lot and can do at all;

–          Only on friendship, acquaintance, family ties;

–          We simply must invite this person;

–          Will help in matters with government agencies, tax, etc.

Effective motives for admission to the team:

–          Does a lot of strategically important work;

–          Already invested a lot of skills, strength, labor in your business project. What else is important to consider in the process of selecting managers:

–          Competencies may become irrelevant over time;

–          In the end, the shares will most likely still have to be changed.

–          Invests money or a strategic asset in your business project;

–          Owns exclusive competence in your business field;

–          People can lag far behind business growth;

–          People get tired of the business, get sick, change their priorities, etc.;

–          Shares are already fixed;

–          The gap between the ratio of shares and the real contribution can grow;

–          Together with you transfers all business burdens;

4 main stages of hiring employees.

First, let us dwell on the following point: only after you understand which employee or employees you need and what your expectations are from this position, you can proceed directly to the search for employees. We outline the main stages of hiring employees:

1. Post an ad. Already at the stage of submitting an announcement, it is important not only to attract the applicant but also clearly explain to him exactly who and why you need them. It is advisable to indicate not only requirements for the candidate but also prospects. The following information should also be reflected in announcements: job description; requirements for the applicant; payment system; benefits and incentives; features of the selection process (necessary documents, deadlines for submission); address and contact numbers. Besides, indicate the existing restrictions (age, gender, experience, etc.)

2. Select a resume. Pay attention to how competently compiled a resume. If a person wants to get this job, then he will certainly make some efforts and see how the resume is composed correctly. Surely the candidate will clearly state not only the facts of his career and education but also formulate his goal. By the way, it is on the target that you should pay special attention. The goal should be formulated clearly and simply, and also to be real. See how often the candidate has changed jobs and if he has had career growth. It’s a good practice in a recruitment process to encourage cases in which some employees will know each other.

3. Interview selected candidates. The conversation mustn’t be stereotyped. Then you can comprehensively study not only the professional but also the personal qualities of the potential employee. Pay attention to how a person communicates and try to imagine whether he will join the team of the company because it is well known that team relationships greatly affect labor productivity in general. It is also recommended that you familiarize yourself with the recommendations and track record.

By the way, when choosing a candidate, you also need to pay attention to those whose education does not reach the level indicated by you. If a person is proactive, maybe wants to learn, if he is energetic and sociable, why not think about the future? Within a year, such a person will be able to “pull up” education and skills to the desired level, and you will get an excellent employee!

4. Make the final decision. At this stage, you have to make the final decision: whether you accept this employee in the company or not. If the previous steps were carried out qualitatively, the decision will be made relatively simple. Weigh the pros and cons, consult with colleagues if you recruited someone during the interview process.

Conclusion

In conclusion, we emphasize once again one thought: it is simply necessary that the quality of personnel for a business project manager is no less important than the quality of the goods or services that he sells or provides. With all these tips, you are now buckled up for a good hiring session. Let us know what you think about these tips in the comments section.