On the contrary, having a team of employees who are not really passionate about working with you or are not committed enough can wreak havoc on your growth plans. This is particularly true in case of start-ups and small organisations, where every employee is important and has a significant role to play in the overall scheme of things. It is, hence, crucial that you put in considerable thought and effort into selecting the right kind of staff for your business unit.
SupportBiz lists eight essential questions that you should ask yourself while you hire a candidate for a role in your start-up.
1. Will he/she stay on with you for awhile?
It is important that you understand the motivations of the prospective employee, and what he/she is seeking from your business. This will help you determine whether he/she is interested in growing within the organisation, and will stay on with you for awhile.
For a start-up to achieve steady growth, it is essential that the employees be committed to staying on. This will keep the labour turnover low, thus enhancing your reputation in the outside world, and help you bring down your costs of re-training of staff.
2. How can he/she help you in growing your business?
Do not hire employees who are good enough for your start-up; concentrate on finding employees who are perfect fits for your organisation.
When you are considering hiring someone for a post in your firm, ask yourself how he/she will add value to you, and help you grow.
3. Do you get along with him/her on a personal level?
Working in a start-up often involves long hours and, sometimes, interactions outside office as well. It is, hence, crucial that you get along with your employees on both the personal and professional levels.
Thus, when you are considering hiring someone, one important question you should ask yourself is whether you would get along with him/her on a personal footing. You should enjoy spending time with him/her not only inside office, but out of it, too.
4. Do you have well-defined responsibilities for him/her?
Do not hire candidates without having a well-defined role in your organisation for him/her. That will only go on to cause employee dissatisfaction and, ultimately, increase turnover.
Before hiring someone, ask yourself if you have the perfect role in your organisation for him/her, and whether you have well-defined jobs for him/her to do.
5. Does he/she have good recommendations?
If the potential candidate can be recommended by someone from your circle, or has a good set of references, you can be assured about the quality of his/her work.
Hence, an important question that you need to ask yourself before hiring a candidate is whether he/she has suitable recommendations or references.
6. Do you really need to hire a full-time employee?
Hiring a full-time employee means paying a regular salary and providing him/her several other benefits. Before hiring someone, you should consider whether you really need to hire a full-time employee.
Think over whether the work that you require can be done by a freelancer or if you could hire someone on a contract basis.
7. Can I make a long-term commitment to him/her?
As much as it is important that an employee commit to staying with you for awhile, it is important that you be able to commit to his/her long-term growth. Before you hire someone, you should ask yourself whether you can really make a long-standing commitment to them.
You should be able to pay a full-time employee’s salary, offer him/her other competitive benefits, periodic training facilities, and opportunities for promotions and salary raises within the organisation.
8. Will he/she be a good fit in the organisation?
Before you hire someone, you should consider whether they would fit in well into your organisation culture.
Will they be able to work comfortably with the other employees? Will they be able to accept the work culture? Do their personal values match with yours? Are their goals in alignment with the long-term goals that you have for your business firm? These are certain aspects you should be clear about before you go ahead with the recruitment process.