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Hiring For Your Startup? Take These Steps First.

Before you add a new employee to your startup, you should run through a checklist to make sure that you really need (and can afford) another person. Don’t take any hiring decision lightly. Even someone making minimum wage has the potential to put a strain on your startup. Let’s take a look at the elements of a hiring checklist that every startup should consult before a job ad is even posted.

Find Someone with Startup Experience

A startup is a unique situation that requires a certain type of individual. Considering the state of the economy, you’ll likely get an influx of resumes for your opening. Give preference towards those with startup experience. Small companies succeed when they employ people who can work in an autonomous manner. This means that you should seek out those who can work alone without significant oversight. Lean towards self starters instead of those who’ve worked for large organizations with tiers of management and constant supervision.

Finances

Although it might sound obvious, your startup should be able to afford a new employee’s wage or salary as well as other new hire expenses. Your startup might offer costly benefits and other employee perks that everyone is eligible for. There’s also tax expenses, worker’s compensation fees, insurance costs and much more. Consider what it costs for the employee to take a vacation, personal time and call in sick. Don’t forget about what it will cost you to train him. It’ll not only take time but also the effort of another employee who could be using his time and energy to do something else.

Is Another Person Really Necessary?

Once you’ve determined that you can afford a new employee, take the time to consider if an addition is really necessary. Consult with your managers and employees to determine if there is a more cost effective solution like offering overtime or using a local freelancer on a part time basis. If you’ve determined that you really do need a new employee, use him in the area where his efforts are most needed. Make the most of the new addition with your company’s bottom line in mind.

Recommendations

Always ask candidates for references. Beyond this simple step, you should ask those in your social circle if they know someone who might be the perfect fit your startup’s opening. Ask colleagues, friends and others that you trust if they have someone in mind who they can vouch for. It’s easier to put your faith in those you trust than a stranger who answers your ad on an Internet job board.

Utilize High Tech Solutions

Don’t devote significant manpower, time and resources to searching for one new employee. Let today’s high tech solutions simplify the process. For example, use anapplicant tracking system (ATS) to navigate through all of the information instead of tasking your current human resources personnel to do it. ATS software and similar high tech solutions will whittle down the field to applicants who really meet your criteria. It’ll save your startup a significant amount of time and effort while simultaneously pinpointing the field’s best candidates.

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9 Ways To Create A Great Hiring Program

Finding the right staff can be a tricky process even for experienced hiring managers, and many seem to rely on the old-school standby of simply going with a gut feeling about which candidate is best for the job. Although excellent instincts are a valuable asset for human resources personnel, smart hiring managers also utilize other strategies. Here are nine tips on hiring the best possible staff:

1. Always Keep an Eye Out for New Talent

Even if you believe that your team is perfectly assembled at this point and see no signs of any of your employees wanting to jump ship, always keep an eye out for talented people in your industry.

2. Create an In-Depth Interview Process

Hiring someone after one short interview leaves employers and hiring managers open to error. Take your time with the interview process. Have potential candidates meet others in the company, particularly those that they’ll be working with directly.

3. Remember That Interviewing is a Two-Way Street

While you’re evaluating candidates, keep in mind that they’re also using the interview process to explore whether your open position is a good fit for their skills, talents, and temperament.

4. Follow the Letter of the Law

Familiarize yourself thoroughly with the guidelines of the federal Equal Employment Opportunity Commission (EEOC) to ensure that you don’t expose your company to a lawsuit.

5. Fire Efficiently

Part of cultivating the right team is knowing when and how to fire people. Never let the separation process drag out — a clean break is best for everyone involved.

6. Consider Corporate Culture

No matter how talented and qualified a potential hire appears to be, if he or she doesn’t fit in with your corporate culture, it might be best to choose another applicant.

7. Establish Core Company Values and Hire Accordingly

Compatible behaviors and attitudes are an important part of cultivating a productive workplace. If good manners and a professional appearance are important to you, don’t hire the messy, socially impaired genius — and vice versa if your workplace doesn’t put a priority on social interaction.

8. Be Skeptical

A healthy dose of skepticism will ensure that you don’t allow yourself to become bowled over by an skills and talents that the applicant claims to have. Interviewees often overstate their experience in order to impress hiring managers.

9. Use Cutting Edge Technology

Successful hiring managers depend on technology such as the Applicant Tracking System. This software application allows them to efficiently manage their recruitment needs throughout the entire hiring process. The system can be used to post the initial job openings on various websites, sort and rank resumes, and track all applicants’ progress throughout the hiring process.

9 Top Hiring Tips for a Small Business

Since the rise of the internet, the duty of finding the best candidates to fill a position has grown to encompass, potentially, thousands of applicants, especially considering the number of applicants able to use the internet for promotion, applications, and researching of possible jobs. While you have been sifting through the dozens of resumes and applications on your desk, you find yourself wondering about the personalities of each applicant. If you would prefer to motivate your HR department during the hiring process, take the time to understand how the largest corporations choose who to hire and how to track new employees.

How do you know if someone will mesh with co-workers, and will that person be able to fulfill the role required? Google CEO, Eric Schmidt, identified the optimum nine things that you should consider when hiring a candidate. The dos and don’ts of hiring from Google are designed to help you select an employee who will have a fulfilling experience in the company. As such, the amount and quality of work will exceed your expectations and bring more happiness, as well as profits, into the company. Some of the most vital key-points of the Google 9-Rules for Hiring include the following:

  • Hire someone smarter than yourself as you will be able to learn from them.
  • Hire those who will have personal input in your operations and culture.
  • Hire those people who show a driven passion for work and don’t simply want any job possible.
  • Hire people who exhibit honesty and integrity and who have no problems in communications.
  • Hire someone with a broad set of skills, so the he or she will be able go above job expectations.
  • Hire someone who will enjoy working in groups to provide insight and feedback into your operations.
  • Hire someone who will grow as a person throughout the time employed with your company.
  • Hire someone with a well-rounded personality to promote diversity and acceptance of others in the workplace.
  • Don’t hire someone who doesn’t fulfill all of these requirements.

In addition to Google’s nine preferences for hiring, you should consider the improvements and efficiency created when you use technological advancements. One of the primary ways in which you can improve your hiring process is through the use of an Applicant Tracking System. By utilizing ATS software you will be able to make sure that a highly qualified applicant doesn’t get overlooked or misplaced. You’ll be able to clear the clutter away from your desk, and you will get to the interviewing part of hiring much more quickly.

Startup Hiring is at its best with Applicant Tracking

You’ve been working as a hiring manager for several years, but still yet, finding worthwhile employees for your new startup sometimes seems like trying to find a needle in a haystack. And even when you hire a good one, they often leave and go somewhere else within the first few months of you hiring them.

What’s the deal? Are you doing something wrong? Most likely not, but you’re probably not doing everything right, either.

Whether you’re working for a fresh startup or a timely enterprise, it’s time that you start doing things the right way. And this includes taking advantage of an applicant tracking system. This type of system allows you to segment your job applicants according to their credentials and skills, and you can then align them appropriately with the open positions that you have.

Once you get to a point in which you have one or more job candidates for a certain position, it then becomes time to interview them. During the interviews, you’ll want to make sure that you are asking valuable questions. From critical thinking questions to those that pertain to real-world scenarios, your questions should determine the ambition that the job candidates have and their willingness to make your company better.

In addition to asking the right questions, you’ll also want to make the hiring process a team effort. After all, if you’re the only person involved, how are you to be sure that the chosen candidate will get along with everyone already employed at your company? From the CEO to the lowest-level employee, feedback in regards to the hiring process is always important.

Furthermore, you need to hire people who are passionate about the goals that your company is striving to achieve. In fact, you need to take a good-look around and make sure that everyone already hired is passionate about their job positions. This doesn’t mean everyone is going to be on cloud nine every second of every work day, but for the most part, everyone should be happy about the fact that they are helping the company grow.

Lastly, learn to never judge a book by its cover. Just because a job candidate appears shy doesn’t mean she can’t be your best salesperson ever. Appearances only go so far, especially once you get to know someone. And it’s because of this that it’s highly suggested to take job candidates out for a cup of coffee to conduct an interview. In doing this, you can see how they interact in the real world.

Hiring some of today’s top job candidates doesn’t have to be difficult. All you need to do is realize when you’ve got one in front of you. With an applicant tracking system, you’ll be well on your way to hiring workers who can help your business excel.

What is your average time to hire a new employee?

It’s understandable: The hiring process requires both HR resources and adequate job candidates, and red tape can plague the applicant-format process. Often, thick paperwork piles can slow things down, and a hiring process bogged down by too many individuals can move things horizontally, rather than upwards.

Many company recruiters and hiring managers share the fears of bottlenecking expansion, and they often pose an important question when streamlining HR: Are we taking too long to hire?

Too Many Soldiers

Many organizations fear a lack of resources, but they fail to recognize the benefits of feasibility and resource maximization. When dozens of people require consultation and agreement, many processes are slowed. Hiring becomes increasingly complex, and time-consuming ventures replace decision making.

In most cases, fewer is better. When global talent shortages become an issue, decent candidates may be difficult to find. Additionally, such candidates might not know their worth. While it may seem such an issue may require more hiring resources, quickness remedies the situation well. If the process takes longer, the company risks losing their elusive individuals. Due to the job market’s “far-and-few-in-between” composition, quick response is vital.

Updated Technology and Quality Control

If hiring takes over three months, employers lose worthy candidates. If potential job candidates fee, unconfident, they’ll likely move elsewhere. When evaluating a candidate’s worth, resumes, backgrounds and personal quality needn’t be directly tied to a company’s hiring resources.

As stated above, less is more. In such situations, utilizing streamlined hiring software systems reduces valuable hiring time, and it retains applicant pool quality without sacrificing organization. In fact, The US Department of Labor has issued a variety of laws requiring equal hiring opportunities where applicant tracking systems are utilized.

Into the Future

When waiting times are reduced, the job pool is retained. Increasingly, many Millennial Generation-confined individuals require quality control, as their efforts to improve organizational quality often override their commitment to “staying put” during the hiring process. In short: They want to feel valued from the get-go.

Hiring companies often find themselves at square one when applicants leave, when positions require re-advertising and when additional financial expenses are required. The future is becoming increasingly computerized, however, and effective recruiters need to stay ahead of “the hiring game” to remain effective within HR departments.

Understanding company image is important, and creating the perfect fit-for-purpose hiring campaign is more important. If you’re choosing between decisive action and quick thinking, your competing organizations are likely walking off with high-quality individuals. Keeping ahead needn’t require more manpower, it simply requires a smarter angle.

How to Hire a Software Developer for Your Small Business

Finding great talent is becoming both easier and more difficult at the same time. This dynamic is permeating throughout the hiring process for companies in San Francisco as well as other major cities in the United States, especially for small businesses. The fact is that with new technologies and new ways to reach people, companies can niche-target exactly who they want. But with these new methodologies and the growing pool of unemployed, there is a larger pool of individuals to choose from. There is more noise, and it is becoming difficult for companies to find the perfect fit as more people become accustomed to these new ways to find talent.

Below are a few tips and strategies that a hiring manager for a small business can use to find the right talent in all the noise, and use both instinct, technology, and good old fashioned systems to reach the perfect talent.

The Traditional: The Interview Process

The interview process is part of this classic approach to hiring talent. But many recruiting agents get caught up in the specifics of the interview. The fact is that those being interviewed are nervous. They are focused on the pure aspects of impressing the hiring agent, and they are not naturally themselves. They aren’t even close. For example, some people ask the interviewee to do tasks right there in the interview. A web development firm may ask someone to write code lines, or a social campaign manager may ask to detail an article post. This is not inherently bad, but it is flawed because it means the individual is working under pressure and on the spot. These are good traits to have, but perhaps they are overvalued. Do not put so much stake in the “on the spot” quality, and put more on the more casual aspects of who they are and what they are capable of.

The Partnership: Recruitment Firms

Talent agencies have a lot going for them. In essence, they sift through candidates and do a lot of the legwork that a company may have to do in reaching their demographics of talent. But there is a balance in giving them to much control and doing internal research. For example, a recruitment firm may be focused on fancy degrees and the more rudimentary talent. Yet the company may have a better pulse on what they need, and having a wonderfully interesting degree may not be one of them. Always consider that recruitment firms and hiring agencies often look through a more traditional lens.

The Technology: Applicant Tracking System

These systems will sift applicants based on what words they use in their resume, how often they are used, how long it is, and whatever other credentials the office wants to work with. These can be limiting. Just like many things, there is a balance between sifting logically and sifting unfairly, and these systems can go overboard in removing qualified candidates based on a broken algorithm or absurd standards.

Your New Hires Should Help Build Company Culture

When it comes to creating a company culture, there are many things you will want to think about. One of the best ways to do this is to hire new talent for your company. In order to get the talent you are looking for there are some aspects to think about and implement.

Understand the Purpose of Your Company Culture

You want to take the time to define your company’s core purpose as well as the values of the company. This will help you to know the right type of people you want to attract for your company. You can also put this out when advertising a position, which will allow potential employees to have a better understanding of whether your company is right or not.

You need to do more than just define your values and purpose, but put it into action on a daily basis. The way leaders in the company behave will set the tone for the rest of the company. If they see you are passionate about the values and purpose of the company then more people will feel the same. This will also help to improve the trust in leadership and the company as well.

Moderate the Employee Cycle

Hiring and firing is natural in the workplace and this is where the culture of your company begins. For many companies, employees are hired in a rush because there is a need to fill a position. So rather than thinking through the person that is being hired, they just hire the one that seems best at the moment. The problem with this is that the cost of training, onboarding and keeping your employees can be costly. This is why it is better to hire the right employees right from the start.

There are a few ways that you can improve your hiring process. One is to stay up to day with the latest technology, including applicant tracking systems. Also, take the time to understand a person better during an interview. You should also have them meet as many people on the team as possible to ensure that they can work well together. If you find someone is not a good fit after they start, do not be afraid to fire them. It is better to have the right people then hold on to people creating a toxic environment.

Create Incentives for Your Employees

Incentives and rewards are a great way to keep your excited and on track with where they need to be. This can be a great way to empower your employees and truly measure what they offer. You want to give them the ability to try new things and learn in a way where they do not have to fear being fired. This can spark innovation as well as give you the ability to try out new ways of doing things that may be more beneficial for your company.