Assembling and developing a team of knowledgeable and highly competent employees to help propel your startup company into the corporate stratosphere isn't easy. Since this team is the backbone of your company and responsible for helping you turn your idea into a reality, you should take every measure you can to ensure you have the right people for the job.
With that said, here are four tips to keep in mind when putting together your all-star team.
Define the Position Before Offering It to Potential Candidates
Before searching and hunting for the right people to fill your open positions, you must clearly define them. Without a goal in mind and a plan in place, you'll likely recruit the wrong people. To help you find out what you're looking for in an applicant, take the following important points into account:
- Focus on your job descriptions. Make sure your job descriptions effectively convey each position within your startup company in detail. This should include the specific skills you're looking for, the roles the person will fill, the personality traits associated with doing the job right, and the experience necessary. When potential recruits read your job descriptions, they should know right away if they would be a perfect fit for your company.
- Carefully review each resume you receive. When you know what you're looking for, it's easier to review resumes and separate the best candidates from the rest. Again, this is why having a detailed job description is so important. Use it to make sure you pick the most educated, skilled, and experienced (according to your job description) recruits to interview.
- Screen potential recruits by phone. OK, so once you've selected the cream of crop as far as potential candidates are concerned, take it a step further and conduct phone screenings. You'll have to come up with questions beforehand, using them to decipher who's worthy of a face-to-face interview. Interviewing the best of the best will help you save time and money.
Related: 9 HR Basics for Any Small Business
Construct a Comprehensive Interviewing Process
Once you've decided on a handful of candidates to interview, make sure you're prepared to conduct an in-depth interview so that you find out everything you want and need to know about that person. Ideally, you should use a consistent set of 8 to 12 questions, so that the interview has structure and that you have a sound basis for comparing all the potential recruits. You should also use the interview as a time where the applicant can fill out a background check form and provide any other additional information you need (like phone numbers to references).
Teach and Cultivate Your Team Once Assembled
No matter how comprehensive your interviewing process is or how many people you choose to bring in for an interview, the chances of finding the perfect person are about as great as turning a startup company into a multi-million dollar corporation within the first year.
When recruiting, you have to keep a person's potential in mind. Once they're in the door, give them the tools necessary to build upon that foundation. Whether it's extensive in-house employee programs or convenient online education options, provide your team with the nurturing it needs to excel.
Challenge Your Employees and Grow Them Into Leaders
One of the most important lessons an employee in a startup company can learn is how to turn a failure into a success. Challenge your employees daily and provide mentoring so they can grow with the company and become leaders. To help push them in the right direction, you'll want to teach them to network, provide them with the right experiences, allow them to struggle and pick themselves back up, offer them first-hand advice, choose the right KPIs to measure effectiveness, and create an ownership and accountability mentality within the company. Use these strategies and your recruits will flourish.
Hiring the right people and developing them will help you nurture your seeds (idea) into a blossoming flower (company) Remember though, nothing happens overnight. And nothing comes easy without hard work -- from you and your all-start team.
Are you a CEO, business leader, or startup entrepreneur? How do you feel about the aforementioned tips?
Author Bio: JT Ripton is a freelance business, marketing and technology writer and you can follow him on Twitter @JTRipton.
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