Essentials for Startup Hiring

By Ron Cocquyt on January 22nd, 2016 / Comments

Hiring is not an easy task, and it requires a lot of up front planning to do it right. Here’s a few essentials to consider when making your first hires for your startup company.

Before starting the interview process. I suggest that before you actually begin the interview process, you put this position on your Organizational Chart in order to determine everything you’ll need. Think through the prerequisites that will be required for this hire, the pathway upward for this individual, and any management responsibilities that may pertain to this individual.  This will help you to determine exactly what kind of credentials this individual needs to have. Without putting this new hire on the Org Chart, you may later find yourself stumbling or adjusting to their needs rather than those of your company. Creating an Org Chart is a strategic operation; filling it is tactical.  The Org Chart also makes sure you have in place all the training programs that are essential, prior to bringing someone on board.

Invest in entry-level positions. Employers today need to understand that to engage a sophisticated staff to operate a modern business, it is no longer affordable or convenient to find adequate employees “on the street.” We have come to a time when it is essential that small, mid-size, and large companies invest in entry-level positions.  This requires good hiring practices, comprehensive training, strong management, quality motivation, and adequate compensation.  If any of these attributes is missing, the hiring program will be ineffective.

Have a hiring philosophy. It is absolutely essential that if your company’s philosophy is to build and develop from within, your hiring practices reflect a philosophy that requires that each new hire have the potential and the ambition to be the best person in that department and even more importantly, the best person or most capable person in the company.  If you are not hiring people who have the potential to be better than anyone you currently have on board, then the company is not moving forward – at best, it is treading water, and generally average or substandard hires result in the company’s decline.

The critical role of HR.  HR is the most critical component in developing and advancing the company from a business development perspective as well as a longevity perspective.  Once you have selected the right candidate, every aspect of the training program must be reviewed, making sure that there is a curriculum, an agenda for activities, and a calendar for success.  Management must oversee and hold accountable the trainer for making sure the candidate is learning all that is required about the products or services or department responsibilities for which they are being hired.  Management is also responsible for making sure the new hire can demonstrate competency throughout the various stages of the training program, the agenda, and the calendar.  Motivation is required to keep the new hire focused and excited.  Lastly, a compensation program is required that assures that the new hire will be on board for a long period of time and not looking for the next position that pays more.

These are all a lot to keep in mind, but it’s better to plan ahead and have a strong and well thought out hiring process. For a startup, timing is crucial and investing in key employees up front will help you grow faster and stronger in the long run.

Keep these ideas in mind when you are looking to expand or to replace key personnel.

To learn more or ask a question, contact: Ron Cocquyt

About the Author

Ron Cocquyt

Ron Cocquyt

Ron Cocquyt has had a successful career building four different companies “from scratch” with each one eventually being sold, and for the past twenty years he has been instructing and mentoring small businesses in the essentials for success.