When we talk about problems of building a startup, hiring is one area where the majority of startups lack the necessary strategies. Sometimes, founders can find themselves in big trouble when they suddenly have to deal with a large workforce with whom they don’t have any personal relations.
In this case, bureaucracy creeps in, slowing down a startup’s pace. However, it’s the best strategy to examine yesterday’s startups’ steps, identify the key areas where they must thrive, and learn from the business masters.
In this blog, we will look down into the footsteps of Netflix, Google, and other companies like AirBnb and find what these startups did to make their hiring right and build these massive companies.
- Having the Team’s Back When It’s Necessary
An employee who feels threatened in the workforce can’t work significantly as they might face the challenge of dealing with workplace politics and harassment. In case an employee faces such a situation, then they can hire discrimination and harassment attorneys who can solve the issue on their behalf.
The role of the founder in these situations is to have the team back and let the employees work in your organization without the fear of severe consequences. It helps to create a camaraderie with the senior members of the startup and to do work that is necessary for the company.
- Retaining Effective Talent and Letting Go the Others
The best example of hiring can be learned from Netflix, as they have a well-placed “hiring/firing strategy” where the company compensates well enough to those who can actually deliver the work to those who are not suitable for the performance metrics set by the company.
It’s the role of the founders to find the high-potential talent pool faster and let go of those individuals who do not fit into the culture of the company. Thus, having a string management principle is necessary as the strategy comes to the hiring phase.
- Performance Over High Credentials
Founders must always value the potential and performance of the employees over their credentials. The new age startups are more keen to get those people who are better at doing their job rather than having too many credentials but having nor work knowledge.
Hence, those are the people with whom the company can give them freedom and check whether they are delivering their tasks on time or not. For example, suppose an individual VFX editor of a company can deliver work on time. In that case, the company must give them more control over their time.
- Define Culture Through Top-Down Approach
Startups can face legal lawsuits from the employee, and thus, to prevent those hiccups in the first few years of the business, a company must hire according to the culture that the founders show.
An employee otherwise can get an attorney for employment issues and can create legal obligations whether to keep the employee or might need to pay a hefty check as severance, which is tough for a startup.
These are some of the key aspects through which a startup can improve the talent of the company and thus make the organization make efficient.
