The responsibility of hiring is on the shoulders of the entire team when it comes to budding startups. However, hiring is not the only responsibility; of course, the duties of increasing efficiency and surviving in the market are at the top of the priority list.
A lack of a recruitment process or a disorganized one will waste multitudinous hours and make the already difficult task of hiring people even more challenging.
However, only when the startup is at the early stages lacks structure around hiring and gets pulled down by the poor decisions and inefficiencies. Startups have to face the challenge of forming a team as fast as possible without a designated human resource team. Many times, the company receives a notable amount of brand new users. At other times, the funding opportunities are missed by the company.
Either way, hiring/ recruitment is always challenging. The startup entrepreneurs seldom have the same problems when it comes to putting in efforts to find new team members.
Tips For The Startups To Increase Their Hiring Process Efficiency
Irrespective of the company size, recruitment demands time and patience. Startups are typically fast-paced. Thus, the employees that the business hires must have the adaptation quality to adjust to and accept the frequent changes that take place in the organization. Despite this need, the startups may not be able to afford the time or the resources to devote to the recruitment process. Here are some tips that would help your startups to grow your team efficiently.
It is easy to complicate this already intriguing process to get the best recruits for your startup – there is no specific science behind the recruitment process. Doing that, you would be trying to broaden something that is already difficult to narrow down.
When you have a few interviewers, you should assign roles to every interviewer to evaluate the candidate’s different skills. One interviewer focuses on a distinct competency. Each interviewer should have a separate set of questions that they consistently ask each candidate.
Following this method, you will have a more objective means to measure and compare the candidates’ talent applying for the same position. Hiring someone to walk with your organization is not a decision to be made on gut feelings. Don’t stay stuck on one standard for a long time, either. Keep your criteria updated with the dynamic market standards. Continuous recapitalization and enhancing the way you interview is the way to having better recruits.
Having specific standards set for your recruitment process results in a better candidate experience as well. When your business is small and tries to validate why people should work for your organization and not the other well-established organization in the market, having a standard interview process and divided work and questionnaire helps to impress the candidates with a high level of professionalism in the interviews.
2. Allot Take-home Work To The Candidates
Evaluating a candidate’s skills before you hold forth an offer to them may seem like a smart choice. Although many companies like to follow the same by allotting high-pressure whiteboard coding challenges, it is much more productive to gauge their ability by giving the candidates a take-home challenge. Your candidates need to be put in a position that is most close to the actual working environment to determine the skills and efficiency it brings out in the candidate.
And the nearest place to an actual working environment is the employees’ home. This is because the candidates get comfortable with the workplace after working for a month or more. A startup cannot wait a few months for each employee to adjust to the workplace to check their efficiency. The place the employee is most comfortable with, apart from the prospective workplace is his own home.
A strong performance in a take-home challenge translates to on-the-job success. For more productivity, experts suggest, give the assignment before the first interview. That way, you’ll be able to weed out candidates who have a better on paper impression but are not such excellent performers.
3. Delegate The Accountability
Many companies in the industry hire based on consensus. The startups can gather the relevant stakeholders in a meeting and ask them to cast their votes for the candidate that they think is most suitable. With a consensus hiring system, the accountability of hiring does not go on the shoulders of any one person. The decision to hire is a collective decision, and hence the responsibility is distributed among all.
However, hiring through consensus is that everyone steps back in case of a wrong decision, and nobody is ready to take responsibility. To avoid this, you might want a consultative decision-making process with a feedback loop leading to one person (usually the recruitment manager) who has the authority to say yes or no.
When an authorized person is ready to take responsibility, you are likely to feel more confident about their hiring decision. This confidence results from your knowledge that the person accountable realizes that he is on the gunpoint if anything goes wrong. Hence, he or she will ensure that the best candidate is selected.
Moreover, the recruiting managers would advocate making sure that the new hires are victorious when they feel that they are directly responsible for the final say.
4. Track The Recruitment Sources
When the resources are limited, you might want to double down on the efforts that give the best outputs. Why waste your time on two recruitment sources when one of them provides better hires. Your conversion rate at each stage of your recruitment process will increase if your funnel source is sturdy and targeted.
It is beneficial for your startup that you take your time to define your seeds from the first day, and you will have consistency in the data set to compare over time. It is not necessary to waste time waiting for ten people to gather today for the new positions. Use the data you saved when you had fifteen people yesterday to apply to your organization’s vacancies.
5. Invest In Technology
Investing in an affordable and user-friendly HR software solution is an excellent answer for the startups looking forward to enhancing their path to success.
This technology allows startups to assist recruitment and helps manage complex processes like payroll calculation, attendance and leave management, travel expense reimbursement, training, etc. It eliminates human intervention requirements and reduces the time spent on tedious, repetitive, and routine tasks by a mammoth.
Apart from that, it provides an applicant tracking system feature, which automated every step of the recruitment process, right from the sorting of resumes to screening the candidates. It grows your recruitment reach by automatically posting jobs on social platforms and keeps candidates engaged at each step by notifying them instantly.
You can save your time, enhance your startup’s productivity, and provide a positive experience for the candidate with adequately planned and executed hiring strategies. Recruiting the best talent takes a unique formula containing the right amount of creativity and diligence.
Technology simplifies acquiring, posting, and hiring the candidates for the organizations and enables them to reach a vast audience. However, it depends upon the startups to have a broader and modern view of the recruitment processes, understand their importance, and adopt the newer, quicker ways to hire the employees who are willing to stay with the organization for a long time.
Our guest contributor
Divyang Metaliya is a Business Consultant. Apart from managing and improving business processes, his hobby is to spread his vast area of knowledge to the people out there. He loves to create content that is innovative and engaging for the readers.