For a young start-up, hiring is a responsibility that the entire team must assume, as well as a million other things, of course, which makes the initial effectiveness absolutely critical. An unorganized recruitment process (or lack of recruitment) wastes countless hours, making the task difficult to hire the right people almost impossible.
But especially when a young company is young, it lacks new recruitment structures and is hampered by inefficiencies and bad decisions.
To see how startups can avoid clutter and get started from the beginning, we turned to leaders who have all lived in small, fast-growing companies. Here they have something to say.
1. Standardize your interviews
There is no exact science for recruitment, but do not complicate it with random interviews. “If your process is inaccurate, just increase what is already difficult to identify,” says Chris Shaw, talent director at Meteor.
Assign interview roles so that each interviewer assesses candidates for a different skill during an on-site panel and asks each candidate for a consistent set of questions. In this way, you have a more objective way to measure and compare competing talents for the same position rather than relying on your instinct. Do not let this stop you from developing your process. You must always repeat and improve the way you interview.
Standardization also leads to a better candidate experience. If you are small and try to prove why people should work for you, rather than all the other startups and established companies, the candidates will be impressed by your high level of professionalism in the interviews. (We all asked the same question in consecutive on-site panels, that’s not a good idea.)
2. Create an efficiency mentality
Recruitment is a business function that needs to be critically evaluated, just like any other. “It’s not enough to see how many people are hiring you and happy to have achieved your goal if you were to waste your team’s time,” said Sarah Smith, vice president of HR Operations and Users at Quora.
Instead, Smith recommends keeping a close watch on the number of hours employees spend in an employee setting by understanding how your funnel needs to go from one phase to another. For example, if less than 25% of on-site interviews receive an offer, you need to determine if your process could be more effective. Return to the funnel to see where you need to tighten the process or refine your criteria with the Settings Manager.
3. Examine the candidates with their homework
It’s a good idea to evaluate a candidate’s skills before submitting an offer, and many companies like to do it with high-pressure whiteboard coding tasks. Meteor’s Chris Shaw believes that a more productive way to assess a candidate’s abilities is a challenge. “You want to put your candidates in the position closest to their current work environment, which usually means at home and with a computer, not a whiteboard and their element,” he says.
Shaw says that a strong performance in a home challenge is much more likely to succeed in the workplace. For more efficiency, Shaw recommends giving a task before the first interview. In this way, you will sort candidates who look good on paper but who are not the best performers.
4. Hold responsible hiring managers
Many companies hire by consensus. They gather the actors involved in a room and ask them to vote. “What you have managed to do in terms of recruitment,” says Sarah Smith of Quora, “is that no one thinks they are at the mercy, they are losing a lot of responsibility.”
Instead, you want an advisory decision-making process with a feedback loop that leads to a person (usually the hiring manager) who has the power to say yes or no. If someone is on the point, you can trust each hiring decision more.
The responsible stakeholder can not reject a bad attitude as “just a group call”. In addition, hiring managers tend to be advocates and ensure that new employees succeed when they feel directly responsible for the final word.
5. Track your best rental sources
With limited resources, you want to redouble your efforts to get the best results. Why divide your 50/50 time between job postings and AngelList when, for example, AngelList provides more and better settings?
Betty Tsan, Talent Director at Coursera, explains, “You have better conversions at every step of your recruiting process, if you have a solid and well-targeted funnel source.” Take the time to define your sources from the first day. and you have a consistent record to compare and optimize over time.
Do not wait until you need ten caps on a chair yesterday to take recruitment seriously. It may now seem easier to live and breathe the worksheets, but when you are ready to evolve, you will be grateful to have a process in place.