The dilemma that successful startups have to overcome is recruiting new personnel. Finding suitable candidates between the competitive labor market is not easy. Without much experience, a small mistake is enough to "hold" the development momentum of the startup. 6 things to avoid listed in the article below of Faro recruitment will partly help the recruitment of human resources search firms to achieve the highest efficiency.
1. Start hiring too late
Startup teams are usually good at expertise but lack experience in managing human resources, especially young people starting a business for the first time. Because you are too focused on developing a startup, you neglect of the future HR segment. And when startups get paid for or get their first big deals, the team is easily exhausted by the "mountain of work" boom.
To solve this problem, it is necessary to have the management vision of core startups. Everyone must be aware of their own limits, and consider future human resources issues as soon as possible. Any recruitment plan will need time to have a complete preparation to promote the highest efficiency when starting.
2. End the recruitment phase too soon
Budget savings is always a top priority. Therefore, recruitment time should be extended to help startup recruitment news reach more people. From there, startups will have more opportunities to search, screen, and try out to choose the most suitable candidates.
3.Too trust in familiar relationships
This is the "source" that many startups choose because it saves time and money. The key partners of the startup will run for effective "assistants" that they themselves find most appropriate. However, hiring based solely on relational trust will not last.
Each startup's personnel addition not only addresses short-term needs, but should look to the long-term. Because unity is the core strength of a startup, every employee must be the "perfect piece." Therefore, the method of recruiting personnel based on relationships should still be applied for its benefit, as long as the selected candidate is agreed by the startup collective.
4. Priority is given to only experienced candidates
Work experience is one of the top considerations when selecting candidates, but the most important thing is the fit with the startup culture.
Newly graduated candidates may be "young" in terms of experience and skills but in return the spirit of work is always enthusiastic and full of progress.
5.The interview process was monotonous and lack of challenges
It will not be easy to attract potential candidates when your startup is only "named but not yet old", and financial ambiguity. More importantly, new members are required to ensure full capacity, and to integrate into the company culture easily.
Therefore, the interview process is an opportunity not only for candidates but also for startups. In addition, assessing the candidates' competence is not only by CV, or common questions but should instead be creative challenge situations, or short logical tests.
6. Indecisive in hiring and firing
The decision to hire or fire will not be easy for human resources search firms. But this is what should be done "quickly" after you've carefully considered it, and agreed upon at the same time. The labor market is always changing very fast. Therefore, hesitating too long before the proposal of a good candidate will only cause the startup to miss development opportunities.
Therefore, we are very pleased to support start up company, please contact us:
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