tips for Start-up HR professionals
you have been recently hired as the HR director or lead recruiter
for a start-up company, you will find this article very helpful.
companies face significantly different recruiting challenges than
their more established, financially secure competitors. In a start-up
situation, timing and efficiency are critical keys to your success.
First, build your recruiting time line and staffing plan. Be sure
to separate key profiles that you will be hiring on an ongoing
basis over the long term from those key management positions that
need to be filled at specific times during various growth stages.
your staffing plan has been developed, you need to develop core
job descriptions complete with proposed reporting structures and
key responsibilities. Next, identify your sourcing and recruiting
options and budgets thoroughly. Lay out a strategic recruiting
plan that keeps internal recruiting resources focused on managing
the candidate selection and interview process -- and away from
the time-consuming sourcing process.
firms and outsourced recruiting consultants can provide valuable
assistance in finding and pre-qualifying the best people for you
and your staff to interview and hire. And of course, the Internet
should be the cornerstone of your recruiting strategy, as it continues
to be one of the most cost-effective recruiting resources available.
building your staffing plan, start by spending some time with
each hiring manager and/or key executive in your company to be
sure you understand their individual goals as they relate to the
corporate goals. Focus on each manager's vision of his or her
department when it is fully staffed as well as his or her expectations
of your role in helping achieve that vision.
the manager's commitment to the hiring process and candidate selection
feedback. Request a 24-hour response to any resume submitted for
consideration with written or verbal feedback, including the reason
why the candidate will not be given further consideration. Impress
upon the manager that, like his or her job, it's critical that
ongoing and timely communication exists so that you can remain
motivated to work on his or her open positions.
their active participation and feedback, you will make assumptions
that will only waste their time in the long run. Once your staffing
plan has been completed, ask the managers to sign off on it to
secure their support.
from "Recruitment tips for Dotcom and start-up HR professionals,
Part 1;" courtesy of http://hr.monster.com.hk