Growing a startup business from scratch requires time, patience, and the right team. Having the right people working with you can be a game changer, especially when getting through the tough obstacles that often come with the territory of running a smaller business.
However, finding the right team members isn’t always easy, especially considering the amount of competition that’s common in most industries. So how do you make sure you’re hiring the right people and building a company culture that others are excited to be a part of?
Below, we’ve developed a helpful guide you can follow to help you establish a great startup team.
Establishing Your Business Mission, Values, and Culture
Every successful business has one thing in common – clearly articulated and understood core values. Values are what help to provide a compass for organizations as they develop and scale and help them to make sure all of their decisions remain in alignment with their primary purpose.
The company culture you help to create is what represents these values and acts as the personality of your business. It connects people, processes, and the company’s mission while also playing a critical role in how the organization is perceived outside individuals.
Creating a strong company culture is what acts as a magnet for potential job candidates. No one wants to work for an organization known for its toxic attitudes or lack of structured leadership. By spending the time and resources to make sure culture is being developed and nurtured the way it should, business owners can see significant returns in their hiring investments.
Identifying Key Roles and Necessary Skill Sets
In the early stages of developing your startup, you’ll likely need to wear multiple hats. It’s also common to want to look for employees who are capable of doing the same. This is where establishing the roles you need becomes critical.
You’ll want to consider all of the different roles your business needs now and in the future. This could include a collection of technical roles, engineering teams, and of course, sales and marketing professionals.
When looking for team members, you’ll want to decide whether or not you need more flexible fixed roles for your organizational structure. While both can be advantageous, there are some drawbacks of each type that should be considered:
Flexible Roles
Pros
- Employees are more adaptable and shift their priorities as needed
- Hiring more generalized employees can be more affordable
Cons
- Could lead to less-than-optimal results in certain areas
- Roles can quickly become unclear, leading to confusion or overlap with other departments
- Can lead to burnout in employees
Fixed Roles
Pros
- Employees are highly effective in certain business areas
- Clearly established role objectives and company expectations
- Provides more structure for established roles in the organization
Cons
- Can sometimes create too much rigidity for the business
- Specialists often require higher salaries
- May cause departments to work in isolation and limit cross-departmental collaboration
Sourcing The Right Talent
Once you’ve ironed out the details of the types of roles you need for your startup, now it’s time to find the individuals who will be part of your team. There are a variety of different ways to source new talent, although some may be better suited for startup environments than others.
A great place to start is looking into your current professional network. You may have worked with certain individuals in the past or may know of other business owners who might be able to provide you with some referrals.
Although online job platforms are often the go-to solution for many businesses when sourcing new talent, they aren’t as reliable as they used to be. They open the doors for a very wide pool of talent to find your business, but the time and energy it takes to comb through a significant amount of resumes can be draining.
Rather than being solely reliant on these job boards, consider attending industry events or participating in online communities to find hidden gem candidates who may not have heard of your business yet.
Mastering The Hiring Process
After you’ve shortlisted your candidate list, it’s time to implement the right hiring procedures. You can start this process by reviewing the resumes you’ve received while cross-referencing checklists on some of your highest-priority skills.
When it comes to the interview process, you’ll want to consider a tactical structure that helps you better understand the candidate’s competencies and overall capabilities. Formal or informal interviews are both appropriate when scheduling these interviews. However, there are some important aspects you’ll want to keep in mind and look out for:
- Cultural Fit – You want to make sure that regardless of the level of experience the candidate has, they’ll be able to integrate well with the current company culture.
- Asking the Right Questions – Use a good balance of open-ended and standard interview questions to help better-understand the candidate’s perspectives and ability to problem-solve.
- Team Dynamics – Consider your current team makeup and how well the individual will compliment or enhance the dynamics already in place.
- Due Diligence – Regardless of how well an interview goes, it’s still best practice to complete background and reference checks before giving an offer to a candidate.
Establish a Great Team for Your Business
Putting together a great team for your startup business is one of the best investments you can make in your company. However, this process doesn’t happen overnight and requires a strategic approach in your hiring processes.
By following the practical guidelines discussed, you can build a solid dynamic to motivate your employees and unlock their passion. This will create a strong business foundation you can depend on as your organization begins to grow.
