Employees don’t just help bring revenue, but they also contribute to the expansion of the business by keeping the stakeholders proud of their efforts and initiatives. They are the ones who transform ideas into reality meeting the organizational goals and objectives. No doubt, business may be a very human-centric activity that’s impossible without quality people. That’s why the choice of right people isn’t a simple task and for startups and it becomes even harder thanks to limited resources and break-even pressure. Sometimes the corporate received a big amount of latest users or other times funding opportunities undergo. Whatever the reason, hiring can be a challenge. Startups and entrepreneurs often have the same problems when trying to find new members of the team. Usually, smart hiring is that the obvious reason of successful startups whereas wrong hiring is usually the valid explanation for startup failures. Sadly, the percentage of latter is far above the previous.
Here are few challenges that are faced by the startups while hiring:
- No in-house HR
Startups rarely have someone on the team well-versed in HR best practices. And there’s certainly no HR department in smaller companies. Many startup leaders don’t even know where to start out when trying to seek out someone, aside from asking around to friends and family. Startups that find themselves in this position should start with writing an accurate job posting. Write down exactly what’s needed from this person and therefore the skills they ought to possess. While it’s tempting to add personality and humour into a job listing, try not to do that. Instead, clearly and succinctly explain the job details. This will make it easier to dig through candidates if there is a set list of qualifications they must meet. - Lack of hiring experience
To avoid huge salary burdens young startups don’t invest during a full-fledged HR department and other people from Finance or Operations take the extra responsibility of HR Manager. Hence the shortage of experience during a particular domain and shared focus deviate the startups from systematic selection procedures and that they end-up hiring the people mainly on a reference basis. Such quick decisions don’t allow them to test the skills and aptitude of the candidates; things come into the notice, with the passage of time when problems become the routine activities of the business. - Startups have less time
As a startup, you’ll already know that the foremost common constraint you’ve got to face day-to-day is that the little amount of your time you’ve got for routine tasks. Without adding extra responsibilities to the list, like recruiting, you recognize too well the sensation of your time running out. While bigger businesses are fine leaving some positions open for months, that luxury isn’t often awarded to smaller companies trying to urge off the bottom. The important thing here is to use what little time you’ve got wisely – using everything from online tools to word of mouth to hurry up the method – and think about the long term. - Unclear about company’s culture
Successful employers always have a transparent vision of the company’s culture, and that they hire people that may easily adapt and fit into the established or desired culture. Such employers promote their company’s culture in all sorts of communications, especially in the messages related to recruitment and selection. Clarity about the organizational culture mutually helps the employer and employee in understanding one another. A candidate knows beforehand that what makes the working environment special and why he/she must accept or reject the offer. On the opposite hand, a culturally misfit employee cannot go along side the organization and its people within the long-run.
Hiring takes time and patience, regardless of what the corporate size. Startups usually have to find savvy candidates that can handle a fast-paced environment, but they don’t always have the resources or time to devote to the hiring process. The above challenges once overcome will help any startup to grow its team.
