Starting a business is rarely an easy venture, and one of the main challenges comes in setting up and organizing a Human Resource Department. Of those companies that still use in house software to manage necessary HR technology, most are working with outdated systems that are at least five years old. Making necessary changes and upgrades is time consuming and expensive, and with many digital companies employing less than 10 employees, and the vast majority working with a staff of 250 at most, theses challenges can easily become overwhelming. Many companies are turning to cloud based HR Technology to assist in their hiring as well as other Human Resource related tasks. By using cloud based systems small and medium sized companies have access to software that is regularly updated by the host, and they are able to stay current and access useful information the HR technology provides. Since time, money and experience are all sticking points for many startups it is extremely helpful to have these resources at their fingertips without having to hire extra people to manage it.
Opportunities of a Digital Economy
Throughout history, the global economy has gone through various stages, where a certain segment of the economy has become dominant. Once agriculture was the center, and then the industrial revolution changed things, and with the digital economy still in a growth stage the focus is shifted once again. Technology is being incorporated into nearly every kind of business including healthcare, home improvement, the automotive industry, energy management, finance, the government and more. Regardless of the industry, new businesses can take advantage of HR Technology as they move through the hiring process and enter into the crucial early months of their professional relations.
Finding Team Players for Your Startup
But even as HR technology makes life easier for newer small to medium sized businesses, these companies still need to define their values and develop a sense of what they want from their employees. They also need to nurture their own brand in order to make the right impression to their prospects.
With fewer employees, each person on staff counts that much more. Before setting out on a recruiting mission, startups need to define exactly what they really need from those who work with them and consider attributes that would benefit the company that they could live without if they had to. This means composing strong job descriptions that outline the needs of the company and that are upfront about potential challenges that a new recruit might face.
By the time many startups come to the conclusion that they need help, they often are eager to hire somebody “yesterday.” But rushing the hiring process isn’t a good idea. Interviews need to be well planned and organized, connect with the applicant on a personal level, and properly present the company’s story and the meaning of their brand. There should be time for more than a single interview, and the applicant should be able to envision their place as a part of the company, not just as someone who works for it.
While leaving a good impression is always good, startups also need to be honest about what a candidate should expect if they decide to join the team. The culture of a startup often runs at a fast or even inconsistent pace. When the day to day realities are not properly communicated, turnover can occur in a matter of weeks and even more resources will need to be placed in recruiting and training efforts.
Current HR technology can help make hiring easier for new and smaller businesses. With access to analytics there is less guesswork to what it means to find a “good fit.”
Building Strong Working Relationships
When it comes to salary, many startups can’t offer what their larger competitors are putting on the table, but that doesn’t mean they don’t have something special to offer. Many owners look into hiring workers who are able to work remotely. This expands the candidate pool to include overseas employees or allows people to work from home. Many consider this an invaluable benefit. Once hired, employees need to be given ownership of their responsibilities, and encouragement to take a vested interest. Let them know they are part of the company, and not simply “worker bees.” Take time to communicate with staff regularly to address concerns, listen to ideas, and limit frustration and disappointment where everyone is concerned.