HIRING FOR SME’s AND STARTUP COMPANIES
For startup companies, small and medium scale enterprises hiring is a vital cog in the progressive wheel of business growth. To move from SME’s to a blue chip company, staff contribute more than 50% of what is required.
Hiring is an expensive process, a wrong hire is extremely expensive, disappointing and leaves a sour taste in the mouth of the business concern. It is important start up firms and small businesses get it recruitment, short listing for interview, interviewing and eventual hiring processes right to avoid regret, low productivity and having to go back to the same process again looking to replace an ineffective staff hire not quite long before.
For startup companies, sme’s, sole business owners, here are a few tips to consider in your staffing and hiring needs.
Enlist the services of a HR Personnel
While understanding it is expensive to have a HR department in low budget firms, it is important to engage the expertise of a good human resource personnel to help with your employment needs. The HR person will help draft the job classification, role(s), duties, renuemeration, work schedule etc of the post to be filled. He helps with putting up the notices, reviews submitted CV’s and short list candidates for interview.
Be part of the interview process
As the visionary of the business there are a few traits you could be looking for in an employee that a HR person will not see. Being part of the interview processes either physical or behind the scene gives you an insight into the body language, poise, patience and reflective attitude of the candidates.
Location/residence of an employee is important
It makes no economic sense engaging a staff who leaves in Badagry while your office is at Lekki (because he/she fits the profile of the job) and earns N50, 000 – N60, 000 monthly. While the candidate will plead to be given the job that he/she will live with an aunt at Surulere on weekdays to meet up with work time. The tendency he/she rescinds on that promise after 2 months is highly likely. A staff who expends over 60% of it salary on transportation is a pointer to a disgruntled worker. Either he/she resorts to pilfering from the firm or becomes contentious with nagging excuses which inturn will affect output and company productivity.
Don’t hire who you can’t fire
This is an age long maxim. He has a wonderful career highs CV and just relocated to your area isn’t enough reason to take him onboard. His rich CV and bags of work experience would intimidate you from wielding the big stick when the chips are down. If in the next few months his work attitude and influence impacts negatively on the rest of the staff what will you do?
No emotions in hiring
‘I am from your wife’s village’ ‘I was your son’s junior student in school’ ‘we worship in the same church’ and many more of such are some emotional intelligence candidates use in wooing business owners to engage their services. Employing like justice should be blind to those ‘emotional sellings’. Engaging someone on any of the above excuses or more will setback work hours as it tends to bring village news and gossips, church gossips into work place thereby under mining productivity.
Document employment terms
Every firm must have a handbook or company brochure which spells out company’s goals, mission, vision etc which should be given to every new and prospective intake. Employment letter spelling out every details of the employment terms must be documented and duly signed by management and the employee, no matter how small the salary is, it is essential the staff has an employment letter.
Show passion with your employees
A good business owner works as if he’s also one of the staffs. Take time to take prospective employee through your work environment, have a one on one conversation outlying why he/she was chosen, the quality he/she brings in and what is expected of him. Highlight benefits of his engagement and how the organization will help him in his career journey. Always look to communicate with staffs in all situations. Send commiseration letter signed by you on a family bereavement and commendation letter on sales target reached or personal milestone attained all this shows personal touch
Head Talent: employme.ng