The strength and way to success for a startup lie in its team. Therefore, if you make hiring errors it may prove to be pretty disastrous even for any well-established company. If the team leader does not have relevant experience in developing a cohesive unit he may ruin the brand even before it has taken off. There are many failures among startups due to a lack of experience among their leadership. If the leadership makes mistakes while hiring a workforce it can be catastrophic for them compared to established organizations. Here are some common mistakes all startups are susceptible to.
Looking for just a single skill
Firstly, you need to have a clear target in your mind while you are building a startup. After you have established that you have to make a list of different roles needed by your company. One of the common errors made during recruitment is hiring people that are incapable of handling several roles at the same time. You need to rest assured that you are going to need versatile players and to get them you will be required to build your workforce bit by bit. For instance, you might need a person who can do writing, people management, marketing, accounting and finance, sales, HR, and design. For this, you will have to hire freelancers or experts that can double up in many roles.
Asking just fundamental interview questions
Any job interview says a lot about the organization and its employees. It is going to take time to recruit the right employees as it is difficult to locate people that are resilient, trustworthy, and are ready to explore beyond their portfolio. So, the usual queries about life in general, education, and salary expectations can turn out to be redundant. In-depth conversations will lead you to discover the skills of the candidate that are relevant to your company. You can ask them if they ever wonder about personal finance statistics or have any plans regarding it. Not only that, it provides a general idea about the contribution they are likely to make towards the business.
Hiding facts during a job interview
Many employers envisage that hiding facts about the company such as the difficult times they faced will make the organization appear like a breeze to work with. But in reality, it will only damage the ethical and moral side of your organization in the long run. Most candidates can see through this positioning with flexible policies, overindulgent employees, and overdone office spaces. But, these new employees also need to understand the pain that has gone into developing a startup from scratch. A startup valuation estimator can give them a picture of this. Not outlining crucial expectations during the interview process is one of the common errors made by HR people. For instance, if there are couches around the office, the recruitment officer should explain that they are for employees to get some rest at night shifts. This will provide a clear idea to the candidate about the workload he or she can expect.
Not using PEO services
What does a PEO stand for? A PEO or professional employer organization is an organization that will enter a joint employer relationship with a business. It will take the responsibility of leasing employees to the business. A PEO can manage and share several employee-related liabilities and responsibilities. It also allows the startups to outsource several of their HR functions such as employee compensation, benefits, taxes, payroll administration, etc. For instance, if your company is located in Canada you can consider seeking help from a PEO Canada that will offer all the aforementioned services to you.
PEOs usually serve as professional employers for the employees of their client company. You can also outsource just some of the functions to these PEOs. There are several significant advantages of using PEO especially for smaller employers that do not have the length and breadth in their company to have the requisite HR expertise or system capabilities.
Conclusion
The main takeaway here is that you have to trust your judgment, however; you also need to ensure that you are not holding a personal grudge against the candidates. You need to weigh all the pros and cons, articulate all your instincts, and then make rational decisions while offering positions to candidates. It is a fact that most startups learn as they are trying and testing their capabilities but you need to avoid making HR errors as much as possible. You should ensure that you employ hardworking, innovative, and persistent team members and then teach them additional skills required apart from their specialization.
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