tips for Start-up HR professionals
recruiting strategies: Developing "core" job descriptions
The first step in developing your job core descriptions is to
secure time one-on-one with each member of your management or
they are probably working 80-hour weeks, we suggest you schedule
time during lunch or breakfast to ask them questions. Have the
managers describe, in detail, the personality characteristics
of the people they work best with as well as those with whom they
would never want to work. Be sure each manager understands that
someone from a large, structured corporate background may not
survive in a fast-paced, constantly changing, and entrepreneurial
start-up environment. Extract specific technical, management or
functional skills, certifications, or educational requirements
managers require building their ideal teams.
who describe someone who must have everything on their wish list
of 25 points can present significant challenges for your recruiting
efforts. Spend additional time with those managers and get them
to list their top five skills that are absolutely required to
be successful in the job. If the manager is unwilling to accept
people with less than everything on the wish list, have he or
she detail alternative skills or experience he or she would be
willing to consider if you cannot find people who match everything.
Try to separate the list into items that candidates absolutely
must have versus those it would be nice to have.
Start-Up Recruiting Strategies: Develop a Strategic Recruiting
developing your recruiting plan, consider that the start-up organization
typically has a small budget, no recruiting infrastructure, no
formal process and no applicant tracking system. With this in
mind, it is critical that your recruiting plan maximizes the limited
internal resources you do have while minimizing expenses.
determine necessary resources, start by estimating the number
of resumes needed in total to staff the number of anticipated
open positions. A good rule of thumb is that 50% of the total
resumes received will be ruled out upon visual inspection, and
20% to 30% of the remaining resumes will be passed along for further
consideration after those candidates have been phone screened.
These numbers will vary depending upon how narrow the visual pre-screening
sure you have identified your internal recruiting process with
regard to candidate interviews, rejection notification and employment
offers. Once your sourcing and recruiting plans and processes
have been determined, conduct a staff meeting with your hiring
managers to present your plan and gain their support and suggestions
for improvement. Involving the hiring managers early on will secure
their cooperation throughout the recruiting process.
Recruiting Strategies: Search firms and Outsource Consultants
firms and recruiting consultants can be invaluable assets to the
start-up organization. When using retained search firms, you pre-pay
a percentage of the total fee up front with the balance paid over
a negotiated payout schedule. Contingency search firms charge
their fee only when you hire of one of their candidates. Many
start-up companies use retained search firms for their higher-level
executive positions and contingency firms for the difficult-to-fill
(needle in a haystack) positions
For the multi-hire initiatives, recruiting consultants (contract
recruiters) who work on an hourly basis can be more cost-effective
than search firms that charge on a per-hire basis. Recruiting
consultants can add tremendous value in managing the internal
recruiting process and provide candidate sourcing and pre-qualification.
Full-service recruiting solutions consultants like HRConnections
can provide turnkey outsource recruiting services that encompass
managing all facets of the recruiting and sourcing process.
Adapted from "Recruitment tips for Dotcom and start-up HR
professionals, Part 2," by Barbara Reinhold; courtesy of