When your start – up reaches the scaling phase you need to be prepared.
Let’s be honest, people who will join your organization in the beginning, can be the core of your company and grow your business but they can also kill your organization if you hire the wrong people.
The first 5-6 hires are usually natural and hire themselves but to go from 7 to 50 needs a strategy, automation and tools.
Here are the most common recruitment challenges and tips how to overcome them.
Challenge no. 1: Being anonymous on the labor market
Solution: Create a compelling Employer Brand
If you as the CEO have responsibility for the whole recruitment, it will often come by a cost – not being able to focus on your proper duties or lowering the standard of recruitment because of lack of time or experience. The quality of your recruitment is essential to find people who will grow your business. There is no space for mediocrity.
You can reduce the cost and time spent on recruitment by choosing the right sourcing strategy, most effective job boards, using tools and software that will automate the process, and preparing a proper candidate journey to avoid miss-hires. By applying the right KPI’s like cost or time to hire you can monitor how much time and money you spent to effectively change the future process.
Challenge no. 2: Lack of dedicated resources/ recruitment knowledge
Solution: Create a strategy
Is the CEO or COO the right person to recruit?
yes, but for the final interview
Recruitment is cost and time consuming.
If you as the CEO have responsibility for the whole recruitment, it will often come by a cost – not being able to focus on your proper duties or lowering the standard of recruitment because of lack of time or experience. The quality of your recruitment is essential to find people who will grow your business. There is no space for mediocrity.
You can reduce the cost and time spent on recruitment by choosing the right sourcing strategy, most effective job boards, using tools and software that will automate the process, and preparing a proper candidate journey to avoid miss-hires. By applying the right KPI’s like cost or time to hire you can monitor how much time and money you spent to effectively change the future process.
Challenge no.3: Risk of bad hires
Solution: Start your recruitment by building a strategy, an effective recruitment process and apply the right tools
The average cost of one bad hire is nearly $15,000!
Recruitment mistakes are not something that happens rarely. 33% of the employers who recruited a bad employee say they knew they didn’t have all the right skills, but they thought they could learn quickly. Thirty percent wanted to hire someone quickly, and 29% were focused on the skills of the candidate, overlooking their attitude. These are all mistakes that could be easily avoided by a skilled recruitment team or single, experienced recruiter.
What you can do to minimize the risk is the following:
Create an efficient recruitment process
A sourcing strategy, interview questions that reveal both skills and motivation/ attitude. Don't forget about good candidate experience - unhappy, rejected candidates will tell their stories. It is very easy to build a bad reputation, when you are a small and unknown company.
Choose your tools
Start with an ATS that will save your time and manage GDPR rules.
Optimize your process
Measure your recruitment and implement changes if necessary. Also, by planning and realizing that recruitment is a never - ending - process, you will, will time, engage more qualified candidates and avoid hiring people only because you have a deadline.
Fifteen years of experience in various areas related to working with clients in the highest standards of customer service, recruitment areas like employer branding, creating strategies facilitating the process, augmenting and building new teams.
