Angela Kamanzi My Journey in Entrepreneurship
Last week I talked about the initial stages of the hiring process in order to find staff that share your passion.
In this second and last instalment, let me talk about the character of the new hire, the onboarding process and the legal aspect in 5 points.
- Hire Friendly People
Your employees are more likely to work hard and enjoy their jobs if they are working in a happy and supportive environment. To get along with new employees, include an informal chat into the interview process. Do what you can to encourage candidates to relax and be themselves during the recruitment process. - Check Their Skills or Aptitude
Don’t forget to ask questions about the business and industry to get an understanding about the candidate’s passion and commitment towards promoting your startup.
Many people know how to answer interview questions in a way that instills confidence in a hiring manager. Research shows that the best way to vet someone is to have them complete a task —for example, in case you’re hiring a receptionist, ask them to take a call or to welcome a visitor. - Have All The Partners Interview the Star
The fact that Person X and Person Y get along, and Person Y and Person Z get along, doesn’t mean that Person X and Z will get along, or work well together. Have all co-founders interview your top choice, and conduct as many interviews as you deem necessary. That may seem excessive, but you need to be sure that the new staff will fit in well and that you will have a productive working dynamic with her. - Invite Her to Truly be Part of the Team
To ensure a successful recruitment process, the new hire needs to adjust to social and performance aspects of her new job quickly and smoothly. Your company needs to have an onboarding system in place to allow her learn attitudes, knowledge, skills and behaviors that are required to function effectively in her new position. The faster she will feel welcome and prepared for her job, the faster she will be able to contribute to the mission of the company.Once you hire someone, you can consider her an employee, in the sense that you issue her directives, evaluate her work and compensate her for her time. Alternatively you can consider her a member of the team that has chosen to dedicate her time to turning your dream into reality, not only to learn with you and but also to experience the ups and downs of your venture, which is one of the major reasons why people join start-ups. - Ensure the Legal Aspect is in Order
Have a contract in place as soon as the new staff member is hired, and discuss the terms with lawyers and advisors, to ensure that both your new hire and your team are legally protected. All hires don’t necessarily work out. When you’re focused on producing revenue and developing your market, the last thing you need is a legal suit.
Keep in mind that your employees will mould the future of your organization, so make wise decisions when recruiting. Hiring staff of a high calibre, and setting up a team that gets along well is in your best interest.
What’s your experience with hiring staff that will share your passion for your venture?
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Missed the first part of this subject? Find it here.
