HOW TO MAKE A STARTUP HIRING PLAN

You have been given the daunting task to make a hiring plan for a startup. You ponder questions such as:

“How can I get the best people? How many people do I need to achieve the desired results?”

One of the 4 factors of production is labor. No business can survive without people running it. But in a world where there is a myriad of qualified personnel with similar zeal to work, it becomes quite a challenge to know-how and who to select for roles you need to be filled.

What is a hiring plan?

This is a plan that outlines the roles that need to be filled on a scale of preference, the organization’s hiring budget, the hiring criteria for different roles, and the time frame for the vacancies to be filled.

The following are steps to creating a startup hiring plan:

1. Outline the roles

List out all the roles that need to be filled, and arrange them based on how important they are to the business. While listing the positions, don’t be scared to add every possible role knowing that the list will be thinned out. It is better to do this than to realize that you left out vital roles.

Identify and remove roles that are unnecessary or can be done by a cheaper or better alternative such as getting a freelancer for needs that come up once in a while.

Ask yourself questions such as:

• Can the organization survive without this role?

• Do I need a permanent employee for this position?

• Can I get software or a robot that can do the same thing?

• Can a founding member of the startup take up the role instead?

2. Organize your hiring budget

It is very easy to fall into the error of overspending during the hiring process and setting employees up for salaries the organization cannot afford. It is best to have the total available amount budgeted beforehand so you can use it as a guide on how the money will be allocated.

When planning, it is important to consider the following:

• Are you well equipped with the know-how and money management skills to take on the hiring process? Or would you rather get a hiring agency that is more effective and financially efficient (as most startups lack the skill and experience).

• What is the average pay for someone with the required qualification for the specific job?

• What other remunerations do you plan to include?

• The organization’s estimated monthly income

• Cost of training new employees (if need be)

3. Highlight hiring criteria for different roles

Different roles require different levels of different skills. A cleaner, for example, doesn’t need to have a degree and a receptionist must be fluent in English and/or the native language is spoken in the area.

While setting the criteria, remember that the higher the qualification, the higher the salary so you have to check in with your budget.

You need to answer questions such as:

• Can I afford to pay for the qualification/skill level I’m looking for?

• How easy is it to find someone who fits my requirements?

• What are the cheaper options?

• What qualification compromise am I willing to make?

4. Draft a comprehensive job description

This is one of the most crucial steps. The job description should be easy to understand and straight to the point. Here is a description of how to properly write one with examples.

It should contain these details:

• Job title

• Job duties. This should highlight all that the employee is meant to carry out in simple words. Be sure not to leave anything out so the prospecting employee knows what he’s getting himself into

• Required qualifications/skills

• Salary and remunerations. It is best to include a salary range and not a fixed salary.

• Working hours and vacation plan

5. Establish a time frame for the roles to be filled

Some roles need to be filled at the very beginning while others can be filled as time progresses. Managerial positions are usually a top priority.

6. Send out the vacancies

This is best done via social media. I recommend you read this.

As applications come in, read through them very carefully and remember;

• Don’t be shy to go for the best of the best.

• Best to have a grading system beforehand and a benchmark below which applications will be discarded.

• Select the ones that best fit in both qualification and experience

Now, conduct your interviews as it best works for you.

This is the most crucial part of any startup. While following these steps, be sure to use your discretion and do what works best for you. The first set of staff an organization has will make or break it. Wish you all the best as you take the bull by the horns and lead your startup to victory.